Company Culture;

The Intersection of Employee Ownership and Accountability

Certain elements of an employee’s job can be explained, taught, developed and evaluated. Hopefully, all companies are clearly outlining job responsibilities, providing safety / training development and providing everything needed to perform duties safely and efficiently. Skills and knowledge can be improved and developed. Time and money can be invested to hopefully prepare employees for future advancement. However, you cannot ask employees to be passionate, inspired or engaged. That must come from the employee themself. There is no amount of money or time that can make an employee “take ownership” of their job. The goal for any company is to have a company culture that promotes a deep level of employee engagement, ownership and accountability.

Employee Ownership

  1. Company culture is characterized by people holding themselves and each other accountable for their attitudes and behaviors, as well as their performance because they have pride of ownership.

  2. Ownership comes from the INTRINSIC motivation of pride and engagement. It can only come from the employee.  The company cannot motivate, teach or ask ownership of any employee.

  3. Ownership can be for a task, a project, a truck, a client, a process or really any aspect of a position.

Accountability

  1. Doing what you are supposed to because someone else expects it of you.

  2. Accountability comes from the EXTRINSIC motivation of reward and punishment.

  3. Accountability is essential, but it is not sufficient. It is just the baseline or the price of entry.

Employee Accountability versus Ownership

Accountability is something the company can demand and ask for. This should be a requirement for all jobs. Ownership is something that must come from the employee. The company cannot demand or ask for it. Below is a list of examples explaining the differences (accountability items are listed on the left, ownership list on the right).

  1. Complying with company policies vs. Personal values  

  2. Showing up to work on time vs. Being emotionally present      

  3. Discipline vs. Loyalty

  4. Saying the right words vs. Asking the right questions                       

  5. Meeting deadlines vs. Working with passion

  6. Competence vs. Caring  

  7. What they say at work vs. What they say at home           

  8. Appearance vs. Pride

  9. Treating people with respect vs. Honoring people’s dignity                        

  10. Their job description vs. Their life decisions