Business Insights

How to Develop a Culture of Accountability in Remote Work Environments?

Remote Work Environments
MyOperator / Blog / How to Develop a Culture of Accountability in Remote Work Environments?

The culture of accountability refers to the work culture rich in worthiness and obligation towards work. Simply, it means a workplace where individuals or employees are obligated towards their work and meet expectations, as well as take ownership of their actions and outcomes.

Discussing its importance, the culture of accountability is crucial for getting rid of the ‘blame game’ culture. This helps to reduce conflicts and boost employee productivity by making them feel more connected to their work and accepting responsibility for their actions

Before jumping into the ways to develop a culture of accountability in remote work environments, let us get a comprehensive understanding of the culture of accountability.

Acceptance, or owing of actions signifies the credibility of employees towards their work and elevates reliability in work delivered. Some of the traits that highlight an intensely affluent accountable work culture include:

  • Work Accountability– When the employees take responsibility for their work and actions in accomplishing the tasks.
  • Sticking to commitments– Meeting commitments by fulfilling tasks on or before deadlines, without delaying the work schedules or making excuses for the same.
  • Maintaining Transparency– Clear communication is the key to success and so is being honest and open about the work progress. Maintaining transparency in work clears the air of misconceptions, miscommunications, and conflicts.
  • Learning from Mistakes– Embracing the faults and getting a lesson out of it rather than discarding or avoiding it is a true trait of accountability.
  • Adhering Standards- Adhering to the policies and standards of the company strikes the pinnacle of accountability as it ensures righteous techniques of accomplishing tasks.
  • Being Reliable- Demonstrating consistency and dependability in delivering high-quality work and meeting expectations consistently over time.
  • Supporting Team– Last but not least, supporting the team goal is a significant trait of the accountability culture as it boosts team morale and navigates team efforts to thrive for success.

The culture of accountability in remote work culture is a challenging aspect that needs major attention and strategy to frame it per the convenience of both the company and the employee. In addition, it also requires a robust HRMS software that can collaborate with the efforts of management and employees and navigate it towards goal accomplishments.

Ways to Develop a Culture of Accountability in Remote Work Environments

There are multiple ways to strategize and implement a culture of accountability in the remote work environment. Let us comprehend each of them to give you an insight:

1. Clarity is Key

It is highly required to maintain a clarified work culture to foster accountability. Employees learn from the work environment so it is essential to maintain transparency or clarity in work processes, policies, standards, and operations to give them an essence of reliability by maintaining clarity in work processes.

While remote work environments are far-fetched, with the use of advanced technologies, it can be possible for the management to share details with the remote employees in real-time and can even have one-to-one discussions in case of any perplexities or complexions.

2. Efficient Communication

Communication is the key to achieving the desired output. Communicating regularly and efficiently conveying the desired input can eventually foster trust and accountability in employees working in remote work environments.

Set effective communication by the profuse use of telecommunications, video conferencing, and virtual collaborative applications to keep in touch with the employees of remote work locations as well as disseminate vital information.

No communication, miscommunication, and falsely interpreted communications are the root cause of a gloomy, non-harmonious work environment, and employees’ non-accountability for their work. So, efficiently communicating the desired input can help you imprint the required goals in the minds of remote employees and can help enhance their productivity as well.

3. Set Achievable Milestones

Set KRAs and milestones that are achievable and realistic rather than superfluous. Too much information or workload can result in a creativity rut and stress that eventually leads to loss of interest in work and productivity.

Achievable milestones foster confidence in employees of remote work environments to work efficiently and profusely use their creativity to deliver their best.

Furthermore, Break down larger objectives into smaller tasks with deadlines. This provides clarity on what needs to be achieved and by when.

4. Use Performance Metrics

Utilize performance metrics to evaluate the progress of employees. This can include the assessment of KRAs of employees or KPIs to get a comprehensive track progress of employees.

Performance metrics give an insight into the employees’ work capabilities and for a remote work employee, it holds great significance to track the actual performances.

Also, as the remote work environment is at bay and isn’t attached to the traditional work environment so by using performance metrics a fair evaluation of employees’ capabilities is accessed hence resulting in the fostering of trust and connection.

5. Lead by Examples

Management should exemplify accountability in their actions to exhibit a true sense of professionalism while conducting their day-to-day work.

Watching the manager or leaders taking accountability and responsibility for their work, the employees in the remote work environment get motivated to follow the same.

It also sets a milestone of approachable steps to be followed without any confusion or pre-notions hence clarifying the workflow or culture of the work environment.

6. Foster Motivation

Focus on enhancing the motivation of your remote work employees by felicitating them with adequate recognition and rewards that they are worthy of.

This can be achieved by fair evaluation of the work assessment of employees, addressing their concerns on time, leading by example to leave no stone unturned in ingraining a culture of accountability in their conscience, and supporting them in real-time without delaying any prioritized tasks.

Trust your team to deliver on their responsibilities and give them the autonomy to manage their work. Building trust creates a sense of accountability among team members and motivates them to take responsibility of their decisions.

7. Use of Robust Technology

Use robust technologies to catch up and stay in touch with the remote workplace employees as that would make them feel inclusive of the actual work culture and foster a sense of belongingness in them.

Virtual meet-ups, daily stand-ups, collaborative workshops, virtual festive celebrations, etc can not only add to the boosting morale of the remote work employees but will also induce a sense of inclusion in their conscience. When the remote work environment employees don’t feel alone, they tend to follow the work culture that is traditionally ingrained in the actual work location.

So, the usage of strong network and technology can help you with strengthening the connection with remote employees and intrigue accountability in them.

8. Address Concerns

Address the concerns and issues of employees in remote work locations when the issues are concerned with accountability.

Support can be of great help, especially for the remote location employees who concede accountability. This will enhance their motivation to take responsibility of their work and boost their morale to stay consistent in maintain accountability.

9. Virtual Training and Workshops

Arrange virtual training and workshops on enhancing soft skills for the employees at remote work locations.

Assign tasks, facilitate communication, and track the impact of training on the remote workplace employees to check if solves the purpose of enhancing accountability in employees or any modifications are required to align it with the traditional workplace culture.

Also, check on the attendance of employees attending the same as it is crucial to grasp a cent percent attendance of employees in the training sessions to root the culture of accountability in them.

Have the sessions in shifts as per the convenient work hours of employees as that could allow them in utilizing their spare time rather than side-lining work hours to attend the workshops. Recordings of the sessions shall also be of great help for remote employees having prolonged and hectic work hours as they can view it at their convenience.

10. Regular Scrutiny & Feedback

Schedule regular one-on-one meetings between managers and team members to discuss progress, and challenges, and provide feedback. Additionally, hold team meetings to review overall progress and address any issues collectively.

Regular monitoring will give an insight into the employees’ progress and behavior which will also help you tracking the success or failure of training sessions and workshops.

According to the report, the sessions can be modified in accordance that would be entirely scrutinized, taking into consideration all the pros and cons, failures, and accomplishments of the workflow of remote workplace employees.

End Note

To have a work culture robust in accountability and attentive responsibilities is a significant way to achieve milestones in business as well as grow immensely in the fast-paced business trends. To hold on to work beings makes your work credible enough as well as brings goodwill.

Remote work environments are deprived of the direct influence of HR management and the work culture which makes it prone to advancing conflicts and unfair work management. To combat these, it is essential to induce a work accountability culture in the remote environment to avoid or keep away from adversities.

So, by implementing the above-mentioned ways you can not be able to create a culture of accountability for remote work environments but also strengthen your leadership skills of balancing both responsibility with authority and promptness.

The Amazon – MyOperator Success Story

How MyOperator Call Management Solution Made Amazon’s Hiring Process Seamless.

MyOperator Demo
About The Author
Shilpi Kanungo
Shilpi Kanungo is a prolific wordsmith in Pocket HRMS smHRt Tech PVT LTD with a passion for
weaving blogs that transport readers to the world of knowledge and Technicality. With a background
in Journalism and mass communication, her love for writing dates back to her childhood.

12,000+ Businesses Activated
200 Million Calls Enabled
4.5 Google Rating

#1 Ranked in India's Cloud Telephony Leadership Matrix

Try MyOperator for free