“One – and only one – person should bear responsibility for every assigned task”,
– Otto von Bismarck
Legislation and discipline
In accordance with the requirements of the Labour Code (LC), the employee is obliged to comply with the rules of internal labour regulations of the organization and labour discipline.
Labour discipline is mandatory obedience to the rules of conduct for all employees defined in accordance with the LC, other laws, collective agreement, agreement, employment contract, local regulatory acts of the organization.
The manager receives the right to bring subordinates to disciplinary responsibility in the event of non-compliance with the rules.
For the damage caused to the organization due to non-fulfillment or violation of labour duties, employees bear material responsibility.
Specialists also talk about the moral responsibility of the performer in cases of violation of professional moral standards. Moral responsibility has no fixed limits, but it is very important in professional culture. Moral responsibility is of particular importance for such professions as physicians, journalists, law enforcers.
Types of responsibility
Collective and personal responsibility
Collective responsibility manifests itself when a team of employees or the whole team works on one project. For mistakes and dashes performed by one or more members of the group, the entire team is responsible.
Team responsibility ensures the team’s cohesion and increases its responsibility and focus on results. But “Every mistake has a name and a surname,” and often to reduce the risks and improve the quality of the company the identifying of a bottleneck in the work of the team is required. In this case, we are talking about the personal responsibility of each employee separately and the degree of his participation in the work of the team.
How to teach employees to take responsibility
The first point in the program of educating the responsibility of employees is to define the boundaries of responsibility – that is, duties and authorities.
There are job tescribtions in any company. It’s time to get them out of the folder and carefully examine how they differ from the standard text recommended by the Labour Code and other similar documents.
Second note: do not do the work for subordinates. Many managers believe that by doing work for their employees they save time and money. In fact, when you take the tasks of a subordinate on yourself, he becomes more irresponsible. Delegate subordinates to the maximum of tasks in the measure of their competence. Train employees when necessary – this will increase their impact and responsibility, and therefore improve the performance of the company as a whole.
The more specific and detailed they will describe the duties of each employee, the better. It is important to prescribe separately: the employee must perform his functions independently or in cooperation with others. At team work the leader is defined. It is the team leader who will be personally responsible for the overall performance of the team that is subordinate to him.
The third important point: monitor the implementation of the tasks. If the employee knows that he should report the results to the manager in a certain period, he has an incentive to work with greater impact. It is the fact of future control that is the determining factor for the appearance of responsibility for the result. As the responsibility of the employee increases, you can change his responsibility from personal to collective.
The fourth rule: publicity of the work results. Results of the employee’s work should be visible not only to management, but also to colleagues. This approach is very effective for increasing personal and collective responsibility.
How to identify the responsible person?
How to find out that employees do not want to take responsibility? The problem is indicated by missed deadlines, forgotten projects, poor quality of work.
What an irresponsible employee does:
- accuses others,
- finds excuses for explaining failures,
- doesn’t want to solve problems,
- lets the situation ride.
Responsibility is one of the main personality features, necessary for effective work and achievement of results. With a high level of responsibility, a person views successes and failures as a result of his own activity. Such an employee rejoices at his own successes and achievements and has high self-motivation.
To increase the personal responsibility of employees in the performance of their duties due to the continuous monitoring of employees, the personnel monitoring system helps.
With its help the manager will easily identify the bottleneck in the work of the team. Quickly identify those who are carrying out their tasks responsibly, and who is wasting time, imitating working activity and hiding behind the backs of more responsible colleagues. Using InspectSystem, you quickly achieve progress in developing the personal responsibility of your employees, providing a high-quality result of work, and hence the success of your business. Improve the internal discipline and motivation of the team, ensure continuous compliance with the corporate culture in your company.