Building Mutual Accountability: The Two-Way Commitment That Drives Business Success
Accountability is much more than a policy or a checklist; it’s a two-way street and a cornerstone of any thriving business. Employees function best when they have autonomy and ownership over their work. Yet, accountability only reaches its full potential when it flows in both directions: employees being accountable to the company, and the company being equally accountable to its employees.
Read on for practical steps to:
- Build a Culture of Trust
- Embrace Shared Ownership
- Leverage the Benefits of Two-Way Accountability
- Cultivate Internal and External Accountability
Build a Culture of Trust
Many have heard about Netflix’s famously simple travel-expense policy: “Act in Netflix’s best interest.” For many employers, such a straightforward guideline may seem impossible to implement effectively. And in some ways, that skepticism is warranted; not all companies are built to support this level of trust. What sets Netflix apart is the culture of mutual accountability they have intentionally nurtured over time.
Practical step: Start by openly communicating company values and encouraging transparent conversations. Consider implementing regular check-ins where employees and leaders can share feedback candidly in a safe space, reinforcing mutual respect and commitment.
Embrace Shared Ownership
In his insightful book, Scaling Up Excellence, Robert Sutton calls this dynamic the “I own the place and the place owns me” mentality. This phrase perfectly captures the balance of responsibility: when people are given meaningful ownership and responsibility, they naturally develop a stronger sense of obligation. However, Sutton also highlights an important nuance; having a business “own” you isn’t healthy in the conventional sense. The phrase is really about mutual respect and shared commitment between employer and employee. Employees who embrace their responsibility often expect the company to meet its obligations to them as well.
Practical step: Empower employees by involving them in decision-making processes related to their roles. Set clear expectations and follow through on commitments made to your team, showing that ownership goes both ways.
Leverage the Benefits of Two-Way Accountability
This mutual accountability is the foundation of trust in a healthy workplace. Employees can only truly act in the business’s best interest when they trust that their employer is equally committed to supporting and protecting them. Business systems and leadership structures must be designed so the company itself can be called to account, to uphold promises, communicate openly, and foster growth opportunities.
Organizations that foster this two-way accountability experience numerous benefits.
- Employee engagement rises because people feel valued, supported, and empowered.
- Performance improves when individuals are motivated not just by rules but by a genuine connection to the company’s mission and values.
- A powerful tone is set through the organization when leaders model accountability by welcoming feedback, honoring commitments, and investing in their teams.
Practical step: Establish regular performance and development reviews that are two-way conversations. Make it a habit for leaders to ask how the company can better support employees, reinforcing the importance of shared accountability.
Cultivate Internal and External Accountability
Another important (and often overlooked) aspect of accountability is building relationships outside your immediate business circle. Having friends or professional contacts who are business owners of a similar size but in different industries creates valuable opportunities for “talking shop,” sharing insights, and providing outside accountability.
Unlike business partners, who have a direct stake in the same company, outside contacts offer fresh perspectives and unbiased feedback. This kind of relationship also provides a trusted sounding board for ideas, challenges, and strategies, allowing you to learn from others’ experiences and avoid common pitfalls. Simply put, having someone outside your day-to-day operations who understands the pressures and rewards of business ownership enriches your capacity to grow and adapt.
Practical step: Join or form a peer group or mastermind with business owners outside your industry but of a similar size. Schedule regular meetings to discuss challenges, share solutions, and hold each other accountable to your goals.
Building this kind of culture of mutual accountability internally and cultivating external support networks isn’t always easy, especially in fast-paced or complex environments. It requires intentional effort, clear communication, and leadership dedication. But the payoff is substantial: a more resilient, high-performing workforce and a workplace where people want to contribute and grow.
Plack Group: Who We Are
Founded on a simple yet powerful principle – helping people – Plack Group is more than just an account firm. We create effective solutions that embody your core values and beliefs. From our home in Bel Air, Maryland, we’re proud to serve kind and dedicated clients across the United States.
We’ll say what others might not: we love our clients. Our commitment extends far beyond tax returns and financial analysis. We offer the same thoughtful guidance and strategic advice we’d give our own family.
At Plack Group, we take a highly personalized approach to helping our clients succeed. No two businesses or people are alike, so why would we treat them that way? We specialize in complex tax scenarios for individuals and business owners. Our experienced team of CPAs, accountants, and consultants find solutions and tax strategies others miss. If you’re a high-achiever, forward-thinker, actively engaged in your business, and want to prioritize your family, Plack Group is your right fit. We work with you to create a strong financial future that reflects your personal faith, values, and beliefs.
