Wish Your Team Would Just Do the Thing? Here’s How to Improve Accountability

Fallon Chase
Jul 24
3 min read

If you’ve said “Why aren’t they just doing their job?” lately, you’re not alone.

A lot of the owners and managers we work with say some version of the same thing:

“I’ve told them. I’ve reminded them. But it’s still not getting done.”

Sometimes it’s one team. Sometimes it’s just one person. Either way, it’s frustrating. You don’t want to micromanage, but you also don’t want to feel like you’re repeating yourself 17 times a week.

Here's the truth: most accountability problems don’t start with lazy employees.

They start with miscommunication. Vague expectations. No feedback loop.

Cartoon face with a surprised expression, a cloud over the head, and red stars around it, on a white background.

And shocker: your team can’t read your mind.

We helped a client reset this exact issue last week. If you’ve been wondering how to improve team accountability, here’s what actually worked.

✅ 1. Write out what “doing the job well” actually means

So many accountability issues start with this: you think you’ve been clear, but your team is still guessing.

Be overly specific. Literally write out what you expect each week:

“Visit 5 stores and log them by Friday”
“Respond to client requests within 24 hours”
“Send a check-in email every Friday”

Say it. Write it. Post it somewhere visible. Then repeat it until it sticks. Remember, your team can’t read your mind.

✅ 2. Add one light structure

Accountability doesn’t need a 3-hour meeting. It just needs consistency.

Try a 10-minute weekly huddle. Everyone shares:

What they got done
What they’re working on next
Anything they’re stuck on

It keeps things moving and creates gentle peer pressure. When people hear what others are getting done, they’re more likely to follow through too.

You don’t need a complex system, just a consistent one.

✅ 3. Give public shoutouts

Recognition isn’t just about being nice, it’s how you reinforce what “doing it right” actually looks like.

When someone nails the process or goes above and beyond, say it out loud:

“Shoutout to Daniel for following up with all his accounts and keeping everything logged. Super helpful.”

These moments show everyone what’s expected, and make it more likely they’ll keep doing it. It builds momentum.

✅ 4. Follow up when things slide

This is where most accountability breaks down. If someone misses deadlines, doesn’t check in, or skips a step — say something early.

Even a quick:

“Hey, noticed you didn’t log your visits this week, what’s up?”

It shows you’re paying attention and keeps expectations in place.

Because good teams don’t manage themselves.

They’ve got someone who follows up, checks in, and keeps the standard steady.

And when that doesn’t happen?

One person skips the process → no one says anything → others notice → they assume it’s not a priority → now everyone’s slipping.

The standard fades fast if no one’s reinforcing it.

Bonus: This helps your team too

Illustration of a person in a red top with one arm raised.

This isn’t just about “fixing” under-performers.

Resets like this create clarity, and give your team space to raise blockers you might not know about.

Sometimes the issue isn’t effort, it’s confusion. Or overwhelm. Or a process that doesn’t actually work. But you won’t find that out unless there’s a structure in place to surface it.