Three Opinions on Accountability in Corporate Compliance
In corporate compliance, accountability is key. But how do you build this into your organizational culture? The most critical thing to do is to single out the owners of initiatives and make it clear that they have the X on their forehead and are accountable for maintaining compliance. If they don’t know, how can you expect them to be successful?
Also, you can’t expect accountability if you don’t know the score. That’s why it’s so important to have a system in place to report the status of the compliance initiatives. This helps ensure that your company, your employees and your customers are protected.
I did some Googling and found a number of articles that discuss what accountability means, why it’s important, and what are some best practices in making sure that you have established ownership and accountability within your organization.
We wrote a great white paper on using Accountability, Clarity, and Ease to set the tone for your corporate compliance program. Check it out!
Holding Employees Accountable: How to Have ‘The Talk’
Once you’ve discovered the lack of accountability in an employee or team member how to you address the issue? How do you help guide them towards accountability? Author Linda Galindo has laid out the steps to follow to address and correct the problem.
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Holding employees accountable: How to have ‘the talk’
49 Quotes That Will Help You Avoid the Blame Game
Here are 49 quotes that you can use to remind yourself and your team what it means to be accountable.
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49 Quotes That Will Help You Avoid the Blame Game
The Right Way to Hold People Accountable
Author Peter Bregman writes, “Accountability is about delivering on a commitment.” To do that you must know everything that commitment entails and how it will be measured. Bregman lays out 5 key points to touch on when assigning tasks to maintain “a culture of accountability.”
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The Right Way to Hold People Accountable
