> ## Content Index > Fetch the complete content index at: https://sempler-minds.ghost.io/llms.txt > Use this file to discover other available public pages before exploring further. # How to make team accountable - URL: https://sempler-minds.ghost.io/how-to-make-team-accountable/ - Published: 2023-12-08T03:36:46.000Z - Updated: 2026-09-15T16:52:50.000Z - Description: In this blog, I will provide a simple approach to make your team accountable for the work assigned. - Author: Srihari Udugani - Tags: #Migrated-1789490948188, #Import 2026-09-15 22:19 The concept of accountability is so vague, it is difficult to understand and apply for effective results. > Many managers end up adjusting their approach as per how team operates to bring some level of accountability. Due to this, there is no room for managers to improve their skills. In this blog, I will attempt to simplify the process of making your team members being aware of their accountabilities. --- #### Misconceptions ▸ Goal is not accountability: Setting a goal to team members will not make them accountable! > Goal is a just a target that they have to achieve and it is nothing to do with being accountable. When the team members don’t achieve the goal due to various reasons, it does not mean that they are not accountable and vice versa. Let’s take an example of football or basketball or any other sport. In every game, one team wins and the other team looses. But both team have the same goal - to win. For the team who lost, could you say they were not accountable? ▸ Responsibility is not accountability: Responsibility defines the outcome that a team member must aim to achieve. > As a manager, you cannot use an outcome to measure the accountability. Example, a team member is responsible to finish the assigned work on-time. In a situation, the team member didn’t complete the work on-time due to external factor or other dependencies, does not give any indication of team member’s accountability. --- #### So, what is accountability? Let me first clarify what is accountability in my opinion. > Accountability is an obligation. Accountable is being answerable for the actions that a team member takes to fulfil the responsibilities. Responsibilities defines the results expected, accountabilities are the actions taken to get to the results. > In any role, an employee is accountable or answerable for the actions taken irrespective of the end result. Let’s go back to the example where the responsibility of the team member is to finish the assigned work on time. In case the work didn’t finish on-time, the team member is accountable for the following. - communicating about the dependencies to the stakeholders - providing clarifications to the peer teams if needed - being available for the status update meetings to highlight delays - taking pro-active action to be ready in case other teams delay their part - taking help of manager or any senior member in the team - finding work arounds - and so on --- #### How to make team members aware? You can achieve by using 3-step process - Purpose, Measures and Checkpoint. ![](https://storage.ghost.io/c/3b/2a/3b2a32cf-7dab-4396-8df7-a62f8c8077aa/content/images/2026/09/1-evltfp9dfbdguyjw1tzobg.png) ▸ Step#1 : Purpose Setting a purpose for accountability is important. Many team members don’t understand what is accountability and its purpose. > So clarifying the team members about the purpose of each action while performing assigned work will help in bridging any gaps. Once there are no gaps, there will be clarity among the team members about their accountability. With this clarity, your team members will be aligned on why it is needed and in-turn they will work towards it. ▸ Step#2 : Measures Agree on how accountability will be measured. It could be different from one team member to another. Examples of measures are as follows. 1\. Regular communication of the progress for the assigned work 2\. Keeping peer team update on the progress or dependencies 3\. Taking help from Manager when there are delays 4\. Finding time from reviewers for the design and code reviews 5\. Writing documentation for handovers 6\. Writing unit test for any code 7\. Informing about vacation ahead of time and so on… If these kind of measures are discussed and agreed with the team members, then you can question them when they don’t follow these measures. ▸ Step#3 : Checkpoints It is not enough to set and agree on the purpose and measures for accountability. It must be reviewed frequently to make sure it is working. > As a manager reminding your team members about the purpose and measures for being accountable is one of your accountabilities. So have regular checkup on how the things are going, whether there are any doubts and whether any new measures to be added. This will ensure the process to make the team accountable can be achieved. --- #### How to make the 3-step process effective? To make sure the 3-steps works effectively, you need to make sure the below 2 items are present in the team. 1. Transparency Being transparent about the progress, setting goals, setting measures will help you to keep the team always informed. As a manager when you show transparency, your team members will also be transparent about the progress. This will help in making sure the measure will work in favour of you. 2. Trust Building trust with the team members is an important aspect of management. Without it nothing happens in the team. So, if you feel that the team members don’t trust your intentions, then reaching out to such team members and bridging the gaps will help in achieving accountability. --- #### Final thoughts As a manager, be crystal clear that the outcome of an assigned task cannot be used to decide whether the team member is accountable or not. > Irrespective of the outcome of the assigned work, accountability is the action taken by the team member to reach the desired outcome. > As a manager you are also accountable to make sure your team members understand their accountabilities. The action you must take are provided in the form of 3-step process - Purpose, Measures and Checkpoints. The 3-step process will ensure there is no ambiguity about the actions that team members must take while working towards assigned tasks. Being transparent and building trust with the team members will decide the effectiveness of 3-step process. Happy management! [Get email updatesIf you liked the blog, please subscribe and follow to get updates about my next content.![](https://storage.ghost.io/c/3b/2a/3b2a32cf-7dab-4396-8df7-a62f8c8077aa/content/images/2026/09/0-wwq1ere9cuuddnbc.jpg)](https://srihariblogs.medium.com/subscribe?ref=sempler-minds.ghost.io) #### Further reading - [Simplifying accountability for Managers](https://sempler-minds.ghost.io/content/files/2026/09/simplifying-accountability-for-managers-0d09f5a417c0.html) - [Simplified feedback framework](https://sempler-minds.ghost.io/simplified-feedback-framework/) - [How to convince your team members](https://sempler-minds.ghost.io/how-to-convince-team-members/) - [S.T.E.E.R Framework | Mentorship simplified](https://sempler-minds.ghost.io/steer-framework-mentorship-simplified/) - [Free Udemy course: New Manager - Learn to become successful](https://www.udemy.com/course/simple-effective-way-for-transitioning-to-management-role/?referralCode=A405ACAA61A95EAED60E&ref=sempler-minds.ghost.io)