{"id":13805,"date":"2020-11-10T07:23:31","date_gmt":"2020-11-10T07:23:31","guid":{"rendered":"\/gb\/en\/blog\/?p=13805"},"modified":"2023-01-16T14:41:52","modified_gmt":"2023-01-16T14:41:52","slug":"how-to-create-accountability-in-collaborative-work-environments","status":"publish","type":"post","link":"\/gb\/en\/blog\/how-to-create-accountability-in-collaborative-work-environments\/","title":{"rendered":"How to Create Accountability in Collaborative Work Environments"},"content":{"rendered":"

We know collaboration is essential, but many of us still struggle with getting it right. It often seems like one person is putting just a little less effort in than everyone else. It\u2019s frustrating \u2013\u00a0and not a unique problem.<\/span><\/p>\n

Research has quantified just how impactful collaboration can be for a business. A <\/span>study by Deloitte<\/span><\/a> found that when employees collaborate, on average they work 15% faster, do better work, and are more innovative. Companies that have a collaborative approach are twice as likely to outgrow their competition and more likely to improve their profit.\u00a0<\/span><\/p>\n

But, collaboration alone doesn\u2019t guarantee success. In fact, collaboration without accountability can lead to project delays, lack of engagement, and missed KPIs. Large enterprises with lots of different teams often struggle to create accountability in collaborative work environments. When too many people \u201cown\u201d a project, the responsibility for the project\u2019s success becomes dispersed \u2013\u00a0with the result being that no one is accountable if something goes wrong.\u00a0<\/span><\/p>\n

Luckily, technology and strong management can improve accountability. Here\u2019s how to get the maximum benefit from a collaborative work environment at your business.<\/span><\/p>\n

\"How<\/p>\n

(<\/span>Source<\/span><\/a>)<\/span><\/p>\n

The Collaboration Paradox<\/span><\/h2>\n

Globalisation and <\/span>the rise of remote work<\/span><\/a> have led to a groundswell of collaboration among individuals and teams dispersed around the world. <\/span>Hotel management<\/span><\/a> is a perfect example: few people realise that an individual hotel property might be owned by one party, be managed by another, and carry the brand flag of a third company. Even within one property, there may be four different teams working in sync to meet guest demands and provide a five-star experience.<\/span><\/p>\n

At large, multinational companies, complex tasks now typically involve teams of <\/span>100 members or more<\/span><\/a>. The size of these teams leads to bottlenecks, shifted responsibilities, lack of ownership, and a reluctance to share knowledge or resources freely.\u00a0<\/span><\/p>\n

\u201cAlthough teams that are large, virtual, diverse, and composed of highly educated specialists are increasingly crucial with challenging projects, those same four characteristics make it hard for teams to get anything done,\u201d explains <\/span>Harvard Business Review<\/span><\/a>.<\/span><\/p>\n

The collaboration\/accountability paradox will become even more pronounced as companies <\/span>commit to improving diversity<\/span><\/a> within teams. Diverse teams have conclusively been proven to be better for business. <\/span>McKinsey<\/span><\/a> research shows that companies in the top-quartile for gender diversity on executive teams were 21% more likely to outperform their national industry median on EBIT margin and 27% on EP margin. And that\u2019s just one important diversity metric.\u00a0<\/span><\/p>\n

But, diversity increases the challenges of collaboration faced by large enterprises. HBR research shows that team members collaborate more easily if they perceive themselves as being alike. \u201cThe differences that inhibit collaboration include not only nationality but also age, educational level, and even tenure,\u201d said the report. \u201cGreater diversity also often means that team members are working with people that they know only superficially or have never met before\u2014colleagues drawn from other divisions of the company, perhaps, or even from outside it.\u201d<\/span><\/p>\n

The challenges of collaborating diverse teams do not preclude large companies from committing to diverse hiring. Nor should these challenges discourage managers who are trying to manage large workforces. What\u2019s needed in these collaborative environments are proactive steps to create ownership, as well as the tools and technology to enable teams to communicate effectively.\u00a0<\/span><\/p>\n

5 Ways to Create Accountability<\/span><\/h2>\n

Accountability is a feeling of ownership an employee has for the objectives, outcomes, and goals of the company. When an employee feels personally responsible for contributing to the success of the business, collaborative work environments click \u2013\u00a0and the company begins to see big results. Here\u2019s how to create a positive sense of accountability among employees.<\/span><\/p>\n

\"How<\/p>\n

(<\/span>Source<\/span><\/a>)<\/span><\/p>\n

Clearly define roles\u00a0<\/span><\/h3>\n

Each individual team member needs marching orders: what is their role within a team, a project, and the organisation at large? Collaboration improves, <\/span>research<\/span><\/a> shows, when each member of the team knows what they can do independently to contribute to the overall success of the business. Create accountability by giving each person the autonomy to take ownership of one discrete piece of the project.\u00a0<\/span><\/p>\n

What does a clearly defined role look like? Here are a few ways to make sure each team member knows their <\/span>responsibilities<\/span><\/a> in a collaborative work environment.\u00a0<\/span><\/p>\n

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