Personal Accountability
Does personal accountability still exist? I’ve been thinking a lot about today’s workforce and the trend toward quiet quitting and malicious compliance. More importantly, I’ve been thinking about why it happens and what we can do about it. If you scan sites like Reddit or Bored Panda you’ll see people boast about getting back at their bosses by only doing the minimum required to stay employed. It’s called quiet quitting and for some reason, people think it’s a great way to “own” the boss. There’s also a thing called malicious compliance, which is the practice of doing exactly what you’re told knowing the results will be negative or harmful. A lot of people think the stories are hilarious. I think they spell trouble. Also, as a servant leader, it makes me very sad.
Why it Happens
Face it, there are some horrible bosses out there (hopefully, this blog keeps you from being one of them). But there are also some horrible employees and when you put them together, well, as they say, stuff happens. There is no one real cause but I believe that the lack of personal accountability is one of the root causes of the disconnect between a manager and their direct reports. If I don’t hold myself accountable for my actions, I can’t expect you to trust or respect me as your boss. It also works in reverse. If there’s mistrust and disrespect, communication breaks down and resentment sets in. Let the quiet quitting begin.
What is Personal Accountability?
There are a gazillion definitions of accountability but it really boils down to what it means to you. For me, it boils down to one word – ownership. At the end of the day, do you take ownership of your actions, attitude, consequences, and reactions? Ask yourself if you take responsibility for the outcomes.
For Managers
You have a big, complex job and it can be challenging to keep all the balls in the air. As you go about your day, you have an obligation to your team to give them the best shot for favorable outcomes. Ask yourself:
- Were my directions clear? Did I check for understanding?
- Did I make sure they had the tools and supplies needed for success
- Did I address any questions or concerns?
- Did I treat them with dignity and respect?
In short, did you set them up for success? If you didn’t, you didn’t do your job and cannot hold them accountable for negative outcomes. If you gave them every chance to be successful, then let them know that you are holding them accountable for seeing the project through.
For Employees
Guess what? You were hired to do a job to the best of your ability and quiet quitting or malicious compliance is not part of the job description. If you have issues with your manager, speak up. Yes, it takes courage but it can be done in a way that fosters trust and respect. Some things to think about:
- Am I doing the best I can?
- Did I ask for directions and clarification until the instructions were clear?
- Did I see a different/better way to accomplish the job? If so, did I speak up?
- Did I try to foster a real relationship with my manager/team/stakeholders?
If not, you’re not doing your part and you need to take a look at why you’re underperforming. I get it, some managers are just awful and it may be better to leave. There’s nothing wrong with that but you have a responsibility to give it your best shot whenever you show up for work.