In recent years, the workplace has turned into a sort of corporate spa: we talk about well-being, kindness, and even chamomile tea in meeting rooms. However, I’ve noticed that some leaders seem to confuse “kindness” with “permissiveness.” The result? Performance management is thrown out the window, and accountability is shoved into the closet for fear of “upsetting” or, worse, offending someone.

Let’s be clear: well-being and performance are not enemies; on the contrary! I firmly believe that workplace well-being is a powerful lever for achieving superior results. A fulfilled and engaged employee is far more likely to take responsibility than one lost in the chaos of an overly “zen” organization.

Accountability is like the secret ingredient in the recipe for a high-performing team: a healthy dose of responsibility, a pinch of healthy collaboration, and a generous helping of trust. When every team member fully owns their role, you get an environment where everyone is motivated to excel and support one another. That’s the winning recipe for impressive results.

3 Tips to Foster Accountability

1. Clarify roles and expectations

Ensure that every team member fully understands their role and the associated expectations. This involves clearly defining responsibilities, setting precise objectives, and maintaining regular communication about priorities or upcoming changes. Clearly defined expectations make it easier to take initiative and strengthen alignment toward common goals.

2. Promote psychological safety

Create an environment where employees feel safe to share ideas, ask questions, and take initiatives without fearing negative consequences. Value openness, adopt an empathetic stance, and encourage a culture where mistakes are seen as learning opportunities. Psychological safety fosters innovation, engagement, and team cohesion.

3. Encourage feedback and recognition

Establish a culture of constructive and transparent feedback. Provide regular, specific comments to help individuals improve their performance. At the same time, acknowledge and celebrate efforts and successes, whether individual or collective. These practices boost engagement, motivation, and a sense of belonging within the team.

3 Anti-Tips That Undermine Accountability

1. Micromanaging: A surefire recipe for stifling your team

Monitor every move your team members make, deny them any autonomy, and insist on approving every single decision, no matter how minor. Congratulations, you’ve just stifled their creativity, obliterated their motivation, and turned your team into a group of obedient (but frustrated) robots! Don’t be surprised if productivity plummets—no one likes working under a microscope.

2. Reprimand harshly: the perfect way to cultivate fear

For every mistake, wield the hammer of punishment. Rule through fear in the hope that your team members transform into flawless machines. In reality, all you’ll achieve is a toxic atmosphere where innovation, risk-taking, and initiative wither away. And who would dare propose ideas after such a harrowing experience?

3. Create confusion: sow chaos and reap demotivation

Change direction as often as you change your shirt, make decisions behind closed doors, and blame your team members for mistakes they couldn’t have foreseen. The result? A disoriented, frustrated team on the verge of losing faith in your leadership. At this point, frustration and inefficiency won’t just be risks—they’ll be certainties.

Final Tip: Adapt Your Approach to Context and Individuals

Every team member has unique skills, engagement levels, and personal situations. Likewise, every professional context varies in urgency, complexity, and predictability. As a leader, it’s crucial to tailor your approach based on these variables. Demonstrating agility in your management style will enable you to navigate a constantly evolving environment effectively while maximizing your team’s performance and engagement.