Disclaimer: These communications are intended for the employees of HB Global. We recognize that the general public will have access. The views expressed in these communications represent Bob Whalen in the context of HB Global and may not apply to broader audiences.
Accountability is part of the fabric of our culture at HB Global. It’s a key part of being an ESOP because we can only share what we create, and we create more when each of us takes personal accountability.
On the surface, accountability may seem counterintuitive to our focus on Radical Autonomy. However, accountability actually enables many of the practices that allow for increased autonomy. Delegation is one of those practices that enhances Radical Autonomy but requires accountability for successful execution that leads to growth and future opportunities.
Last month we talked about the importance of clarity of purpose and training during delegation. This month we’re talking about the importance of accountability after delegation. This applies to both the supervisor and the employee owner being delegated to.
Importance of Accountability
After a supervisor delegates a task, it doesn’t mean they can just forget about it. The employee owner that is being delegated to needs to be held accountable for the work they do on the delegated task or project.
While we want employee owners to be able to take initiative and use their expertise on tasks, the supervisor continuing to hold the employee owner accountable for the outcomes of their work allows for greater chances of success. It’s important to recognize that holding employee owners accountable is not the same as micromanaging. Appropriate accountability levels help both the employee owner and the organization as a whole to perform to a higher potential. This then creates greater value for the company which is then shared back with employee owners.
It’s important to recognize that even after a task or project is delegated, the supervisor remains accountable for that work as well. A supervisor is ultimately responsible for the execution of the duties of their team. It’s important that they hold their teams accountable because they will ultimately need to be accountable for the result as well.
Communication Remains Essential
Communication is the key to success in delegation and allows for accountability to take place in a way that feels good to both the supervisor and the employee owner being delegated to. Accountability without good communication can lead to conflicting expectations, misunderstandings, and unnecessary stress and tension.
Its up to the supervisor and employee owners to determine a system for appropriate communication levels. This could be a certain meeting cadence, the use of certain technology, or any number of options. Setting up a cohesive structure around communication allows the supervisor to stay up to date on progress and provide any relevant updates. It also allows the employee owner to ask any questions or gain any clarification.
It’s important, however, that communication can take place outside of this system or cadence as necessary too. It’s the responsibility of the supervisor to create an environment where the employee owner feels comfortable to provide updates – both good and bad – and feels comfortable to ask questions, no matter how obvious the answer may be.
Using Our Core Values to Lead the Way
A key component of success in delegation is keeping our core values top of mind. It doesn’t just matter what we do, but it matters how we do it. Our core values are excellent guideposts to help provide clarity on how we should go about our work.
When it comes to delegation, trust is key. While the employee owner being delegated to needs to be held accountable, the supervisor needs to have a level of trust with the employee owner that allows them to complete their work without being micromanaged. Furthermore, the employee owner needs to have a level of trust in their supervisor that their supervisor has their back and sets them up for success.
Team is the most obvious component to successful delegation. The success of the project or task depends on the teamwork of those being delegated to and the teamwork between the employee owner and supervisor. Trying to complete the task or project in solitude will likely lead to the employee owner spinning their wheels more than necessary.
When the supervisor and the employee owner being delegated to practice Grit, they are able to see the task or project to a successful completion. Not all work is smooth sailing. The supervisor needs to create an environment where the employee owner can demonstrate grit and work their way through the task while also receiving the necessary support from their supervisor.
Successful delegation requires a Growth mindset. With growth in mind, the employee owner being delegated to can take on new opportunities and stretch assignments, and it also allows the supervisor to take on more themselves. All of this helps our organization as a whole to grow and scale, which ultimately creates value that is shared back to employee owners.
Delegation is powerful when approached with a mindset of growth, support, and accountability. It’s foundational to helping us fulfill our mission to make HB Global a great place to work and create value.
Have your own thoughts or questions about accountability and delegation at HB Global? Send them to [email protected].