Top tips for creating an accountable workforce

A catalyst DEI study found that 76% of employees and 86% of Gen Z are more likely to stay with a company that supports DEI. In fact, 61% of Gen Z say they would never apply to a company that doesn’t. In today’s U.S. job market, employers are increasingly using benefits, pay transparency, and values-based hiring including DEI and ESG commitments to attract talent in a competitive labor market.

For employers, this means accountability must extend beyond internal operations and into the promises you make to your people and your community.

Discover how leaders can align and evolve their accountability practices to support our modern-day remote, hybrid, and cross-border teams.

What Is accountability at work?

Accountability in the workplace means individuals take ownership of their actions, decisions, and performance. It’s about being dependable, proactive, and committed to shared goals.

Accountable employees:

• Feel a sense of ownership over their work
• Follow through on commitments
• Use initiative to solve problems
• Meet deadlines and support their colleagues

When accountability is embedded in team culture, it drives consistency, trust, and collaboration.

Why is accountability important for a team?

Accountable teams are built on trust. That trust is reinforced by open communication, transparency, and strong leadership. When team members understand expectations and trust each other to deliver, micromanagement becomes unnecessary.

Leaders can then focus on strategy and innovation, knowing their teams are aligned and dependable. In this environment, accountability becomes a shared value one that benefits both the organization and its people.

Accountability is essential in a candidate-driven market

The balance of power in the job market has shifted. Candidates now expect more than just compensation—they want flexibility, purpose, and autonomy. Leaders must adapt by offering environments where employees are trusted to take ownership of their work.

In this context, accountability becomes a competitive advantage. Employees want to be held accountable—but not micromanaged. They want freedom to grow, make mistakes, and contribute meaningfully.

Candidates are holding CEOs accountable

Today’s job seekers are evaluating leadership as much as job roles. They’re looking at how organizations respond to social and environmental issues. CEOs are being held accountable for their commitments to DEI, ESG, and broader societal impact.

To attract top talent, leaders must:

• Show empathy
• Report transparently on progress
• Commit to long-term, meaningful change

Accountability in leadership is no longer optional; it’s expected.

Building trust improves performance and profit

According to a 2024 Harvard Business Review study, high-performing teams are built on trust. The research, based on interviews with over 1,000 U.S. office workers, found that trust-building behaviors such as proactive communication, shared credit, and openness to feedback directly contribute to stronger team outcomes and business performance.

When leaders invest in building this kind of trust, they unlock higher engagement, improved collaboration, and better results. In short, accountability isn’t just good for culture, it’s good for business.

Speak to one of our workforce strategy experts to find out how you can attract, recruit and retain top talent.