IT accountability

Tips for instilling accountability into your IT culture

IT leaders must create a culture of accountability, according to the results of a recent study by OnPoint Consulting.

OnPoint Consulting, a firm that specializes in organization and leadership issues, polled 400 leaders. The results showed that 40% report their employees aren’t being held accountable for results. And that impedes morale and productivity, notes Darleen DeRosa, managing partner at the company.

In order to instill accountability into your IT culture, try these tips from OnPoint:

To continue reading, register here and become an Insider. You'll get free access to premium content from CIO, Computerworld, CSO, InfoWorld, and Network World. See more Insider content or sign in.

IT leaders must create a culture of accountability, according to the results of a recent study by OnPoint Consulting.

OnPoint Consulting, a firm that specializes in organization and leadership issues, polled 400 leaders. The results showed that 40% report their employees aren’t being held accountable for results. And that impedes morale and productivity, notes Darleen DeRosa, managing partner at the company.

In order to instill accountability into your IT culture, try these tips from OnPoint:

* Translate strategy into specific objectives. Create a shared picture of the firm’s strategic direction, then classify priorities and translate them into specific goals. The more you can measure, the better. Setting IT department goals facilitates goal-setting for individuals.

* Coordinate Actions across levels and track progress. Coordinate and monitor activity to build a culture of accountability.

* Provide accurate, timely info to employees. Clearly communicate goals and have managers coach their direct reports. Recognize performance management as a tool to drive business results.

* Make sure your actions mesh with the company’s objectives, values and priorities. If you expect your staff to be accountable, you must model this behavior as well and take swift action when employees fail to deliver results.

* Clarify expectations and head off potential problems. Clearly explain what needs to be done, establish a date for when the task needs to be completed, and agree on milestones to review progress.

Above all, don’t just talk about ideas, but be sure you’re leading the group to bringing those plans to fruition.

Read more about infrastructure management in Network World's Infrastructure Management section.