To continue reading this article in full click here: Why Employees Are Holding Leaders To A High Standard Of Accountability
06th February 2025
Employees Expect More: The Growing Demand for Leadership Accountability
Employees are holding leaders to higher standards of accountability, demanding transparency, trust, and action-driven leadership. Access to information and shifting workplace dynamics have empowered employees to challenge traditional leadership models. Organizations that prioritize accountability, listen to employee feedback, and model responsible leadership see increased engagement, loyalty, and long-term business success.
This article was written by Dr. Diane Hamilton and published in Forbes.
The workplace is undergoing a significant transformation, and employees are no longer passive participants. Transparency, empathy, and accountability have become non-negotiable traits for leaders who aim to thrive in today’s environment. With power dynamics shifting, employees are increasingly holding managers to higher standards, demanding leadership that aligns with their values and expectations. This evolving landscape marks a pivotal moment for organizations to reassess their leadership strategies.
Why Employees Are Demanding Accountability In the Workplace
Employees today have access to more information than ever before. Platforms like Glassdoor, LinkedIn, and social media provide insights into company culture and leadership behaviors, enabling employees to identify gaps between stated values and actual practices. This transparency has empowered employees to speak up when leadership fails to meet their expectations.
Research underscores the importance of accountability in leadership. A study published in Personnel Review emphasizes that empowering leadership behaviors, such as demonstrating accountability, significantly enhance employee motivation and trust. By ensuring leaders model accountability and communicate clear organizational values, companies can create environments where employees feel respected and engaged. This alignment fosters a deeper sense of purpose and connection to the organization’s mission.
Accountability is about leaders being honest about their own shortcomings and actively working to improve. When managers admit mistakes and demonstrate a willingness to learn, they foster trust and loyalty. But when they deflect blame or avoid addressing issues, employees lose respect, engagement declines, and the organizational culture suffers. As Brené Brown emphasizes, “Leaders must either invest a reasonable amount of time attending to fears and feelings, or squander an unreasonable amount of time trying to manage ineffective behavior.”
How Power Dynamics Are Shifting At Work
The traditional top-down leadership model is being challenged by a more collaborative approach. Employees expect to have a voice in decisions that affect their work and well-being. This has led to a rise in tools like pulse surveys, open forums, and employee resource groups designed to foster communication and gather feedback. Leaders who embrace these opportunities to listen—and act—earn credibility and loyalty with their employees and their customers.
Accountability has paid off for companies like Southwest Airlines. After the operational challenges during the holiday season in late 2022, Southwest Airlines’ leadership publicly acknowledged their mistakes. CEO Bob Jordan took full responsibility for the disruptions, apologized to both employees and customers, and outlined plans to improve their systems and processes. This direct acknowledgment and transparency helped rebuild trust among customers and employees, demonstrating a commitment to accountability.
The Risks Of Ignoring Accountability Risk Employee Disengagement
Ignoring employee feedback and failing to model accountability can have significant consequences. Leaders who dismiss these concerns risk increased turnover, reduced productivity, and reputational damage. In an era where reviews and ratings are readily accessible, ignoring employee voices can quickly spiral into a public relations crisis.
