We’ve all been there—repeating the same instructions, wondering why our team isn’t following through. It’s not just frustrating; it’s exhausting. In episode 135 of Managing Made Simple, I break down the real reasons why this happens and how you can create a culture of accountability that ensures your team takes ownership from the start.
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One of the biggest reasons leaders find themselves repeating instructions is because there’s a gap in accountability. When team members don’t feel personally invested in their tasks, it’s easy for things to slip through the cracks. But accountability isn’t about punishment or blame—it’s about creating an ownership mindset where everyone is motivated to follow through because they see the value in it.
Step 1: Implementing Task Tracking Systems
Task tracking systems like Asana, Jira, or Monday.com are powerful tools, but only if they’re used consistently. I’ve seen firsthand how task tracking systems can transform team dynamics in when working in companies like Apple, Google, and Microsoft. The key is making sure everyone is using the system the same way and that it’s integrated into your daily workflow. This ensures that you can see the status of projects and what your team is doing at a glance—so you know exactly where projects are without feeling like you’re always checking in with your team.
Step 2: Consistent Follow-Up
Once you’ve set up a measurable system, the next step is follow-up. This might seem basic, but it’s a step many leaders overlook. Following up shows that you’re serious about the tasks you’ve assigned and that you expect them to be completed on time. It’s not about micromanaging; it’s about maintaining integrity in your requests. If your team knows that you’ll be checking in, they’re more likely to stay on track.
Step 3: Communicating the “Why”
Perhaps the most important step in building accountability is communicating the “why” behind tasks. When team members understand how their work contributes to the bigger picture, they’re more likely to take ownership of their roles. This means explaining not just what needs to be done, but why it matters to the team and the company. Whether it’s a status report or a detailed budgeting process, showing your team what’s in it for them can turn a mundane task into a meaningful contribution.
By implementing these three strategies—task tracking, consistent follow-up, and clear communication of the bigger reason behind the task—you can create a culture where your team is motivated to follow through, reducing the need for repetition and freeing up your time to focus on continuing to grow the business.
If you’re ready to take your team’s accountability to the next level, let’s connect. Email me at hello@liagarvin.com to find out how I can help you create an unstoppable team that saves you up to 20 hours a month.
