The power of accountability: How business leaders can drive results and wellbeing

Keywords: accountability, performance, results, engagement, mentalhealth, leadership, effectiveness

Date: 12 May 2025, WorkLife Digital

Accountability is a cornerstone of high-performing organisations, yet it remains one of the most persistent challenges for business leaders. Despite the best intentions, many leaders struggle to implement accountability in a way that truly sticks, resulting in missed targets, confusion, and a culture where people hesitate to own their actions. When accountability falters, businesses pay the price: projects stall, customer service suffers, and trust erodes at every level.

What makes accountability so difficult to get right? For many leaders, the challenge starts with unclear expectations. According to recent research, only 45% of employees know what’s expected of them at work - a staggering statistic that points to widespread confusion and missed deadlines. When roles and responsibilities are murky, tasks slip through the cracks, and the blame game begins. Instead of driving results, leaders find themselves firefighting, micromanaging, or, worse, watching as high performers become demotivated by colleagues who let things slide.

Why accountability matters and how it fuels success

Research shows that organisations with a strong culture of accountability outperform their peers. Companies with robust accountability frameworks can see significant increases in profitability, employee performance, productivity and retention rates.

But the benefits go beyond financials. Accountability also drives employee engagement, innovation, and morale. When employees know what’s expected and feel empowered to deliver, they’re more likely to take initiative, collaborate, and stay committed to the organisation’s mission.

The double-edged sword: Accountability and mental health

While accountability is essential, it must be balanced. Studies show that “felt accountability” is linked to higher task performance but can also increase emotional exhaustion if not managed thoughtfully. Excessive or unclear accountability can lead to anxiety, burnout, and diminished self-worth. The key for leaders is to set clear expectations, provide support, and foster psychological safety so that accountability becomes a source of motivation, not stress.

A study published in the International Journal of Environmental Research and Public Health found that positive leadership practices - like supportive supervision and open dialogue - improve job satisfaction, physical health, and productivity, all of which buffer the potential downsides of accountability. In short, when accountability is embedded in a supportive culture, it enhances both performance and well-being.

Strategies and behaviours that drive accountability

1. Set clear expectations and goals

Define specific, measurable, and time-bound objectives for every role.

Example: Use KPIs for each position (e.g., sales targets, project deadlines) and tie them to broader company goals.

2. Lead by example

Leaders must model accountability by owning mistakes, being transparent, and following through on commitments.

Example: Publicly acknowledge a missed target, explain lessons learned, and outline corrective actions.

3. Foster open communication

Create regular opportunities for honest dialogue team meetings, one-on-ones, and anonymous feedback exercises.

Example: The “Trust Box” activity lets team members anonymously share challenges, which are then discussed openly to find solutions.

4. Provide regular feedback

Move beyond annual reviews. Give timely, constructive feedback and encourage two-way conversations.

Example: Use structured check-ins to review progress on goals and address obstacles early.

5. Recognise and reward accountability

Celebrate individuals and teams who demonstrate ownership, whether through public praise, awards, or bonuses.

Example: Implement an “Employee of the Month” program focused on accountability behaviours.

6. Use accountability frameworks and tools

RACI Matrix: Clarifies roles by defining who is Responsible, Accountable, Consulted, and Informed for every task.

Action Register: A simple spreadsheet or dashboard that lists tasks, owners, deadlines, and status (e.g., green/yellow/red). This visual tool makes progress and gaps visible at a glance, prompting timely interventions.

Performance dashboards: Track KPIs for individuals and teams, reviewed in meetings to reinforce ownership and transparency.

7. Foster psychological safety

Encourage employees to admit mistakes and share concerns without fear of blame.

Example: After a project setback, hold a “blameless post-mortem” to discuss what went wrong and how to improve, rather than assigning blame.

8. Provide growth and development opportunities

Offer training in communication, conflict resolution, and self-management to empower employees to meet expectations.

Conversation frameworks that build accountability

SBI Model (Situation-Behaviour-Impact):

Situation: Describe the context.
Behaviour: State the observed behaviour.
Impact: Explain its effect.

Example: “In yesterday’s meeting (Situation), you missed the project update (Behaviour), which left the team unclear on next steps (Impact). How can we ensure better communication next time?”

GROW Model (Goal-Reality-Options-Will):

Use in coaching conversations to help employees set goals, assess current reality, explore options, and commit to action.

The bottom line

Accountability is not about blame - it’s about ownership, trust, and continuous improvement. As a business leader, your role is to set the standard, provide clarity, and create an environment where people feel safe to speak up and take responsibility. When you get accountability right, you unlock not only higher performance and profitability but also a healthier, more engaged workforce. That’s a win for your people, your business, and your bottom line.

Measure your own personal mental health here and identify your mental health risk areas.

WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.

For more information, get in touch at lisa@worklife.digital

REFERENCES

https://www.gallup.com/workplace/608675/new-workplace-employee-engagement-stagnates.aspx

Z. Ullah et al.The Impact of Corporate Accountability & Transparency on the Performance of Manufacturing Firms Listed on KSE (2016)
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2756977

Wu,A. et al. Organizational Best Practices Supporting Mental Health in the Workplace. J Occup Environ Med. 2021
https://pmc.ncbi.nlm.nih.gov/articles/PMC8631150/