Workplace mentorship can have several benefits for the organization. Statistics reveal that there is a high ratio of disengagement among the employees. As per the data, only 36 percent of the employees are engaged and completely accountable for their work. Mentorship programs can help overcome this challenge and create a better work environment. This is why a culture of accountability is necessary to create a fair work environment.
Lack of accountability can influence employees to feel that the low-quality work is acceptable. Mentorship can be a savior and help build a culture of accountability. Let us understand the workplace accountability challenges and how to build a culture of accountability through mentorship.
Accountability Challenges in the Workplace
Not building a culture of accountability can impact the work culture on a deeper level. Here are some of the challenges that the companies may have to face due to a lack of accountability:
- It can lead to low morale amongst the employees. Accountability can help them enhance their productivity.
- The employees will have unclear priorities where they might not be aware of the objectives and direction they should take.
- Levels of engagement may dip because of the lack of accountability.
- It may lead to low levels of trust.
- Lack of accountability can also create disputes and rifts between the management and employees. It can further increase the turnover rate.
Creating a Culture of Accountability Through Mentorship
Ineffective mentorship can pose a big threat to the organization and may lead to various concerns. Mentorship programs are designed to help employees progress and accelerate their careers. However, lack of accountability and ineffective mentorship programs can take a negative direction and may create significant problems for the organization in the long run.
Here, we have discussed some effective ways through which mentors and leaders can develop a culture of accountability in workplace via mentorship.
Both mentors and mentees would have certain things in their minds that they wish to accomplish via the mentorship program. While a mentor may expect to develop leadership skills, a mentee may want to improve knowledge. It does not matter that the mentor has guided various others before or the mentee has been involved in multiple mentorship programs. Every individual may have a different perspective and way of looking at things. Therefore, it makes sense to discuss the expectations before beginning.
Set Goals and Timelines
In the workplace, mentorship programs need to have strict guidelines and timelines. Mentor and mentees may also have other duties to fulfill. Mentors should set their goals and timelines. They should also assist the mentees set SMART goals (specific, measurable, attainable, reasonable, and timely).
Setting goals will help you understand the expectations and may help you choose the right path. Goals must be changed or modified considering the real-time situation or after analyzing the journey. Things may change, which will impact the priorities. Therefore, mentors and mentees should have a practical approach to goals.
Read Also: How To Set, Track and Accomplish Your Goals In 6 Months
Communication is the Key
Lack of communication is one of the reasons why some mentorship programs fail. The accountability concerns can be addressed by creating a proper communication channel. The mentors should consider conducting proper meetings with the mentees. The mentors should also provide them with ways to contact them in case of an issue. One-to-one meetings and regular discussions may help improve and create a culture of accountability.
Communication should always be conducted respectfully and pleasantly. If the mentees have any issues, they must openly communicate with their mentors. Similarly, if mentors are not satisfied with the performance of their mentees, they should communicate and guide them. There is no problem that the communication cannot resolve.
Mentors Should Check-In
Most workplace mentorship programs have specified days and hours dedicated to the programs. However, mentors should consider taking that extra initiative to check in with the employees. Ask the mentees how they feel and if they are satisfied with the approach.
Review the goals and objectives set by the mentees. Provide them valuable feedback on what path they should follow to accomplish their goals. Mentors should be even more authentic if it is a remote program and check in regularly with their mentees.
Give Mentees Freedom to Choose
Accountability can be challenging to achieve when mentors micromanage every decision. The mentees might have specific goals and be better positioned to decide what they wish to accomplish. Give them the freedom and encourage them to take ownership of their goals and responsibilities. Similarly, mentees should avoid being over-dependent on the mentors and make their own decisions. Mentees should learn from mentors’ experiences and decide which road they want to take.
These are effective ways to help develop and build a culture of accountability. A workplace mentorship program can be a great learning opportunity for mentors and mentees. It is necessary to create the right approach and incorporate the right practices.
For instance, every meeting should have a follow-up email or a follow-up meeting to discuss the progress. It will help understand the challenges and roadblocks. Mentors should further give autonomy to mentees and help them become more accountable for their work.
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