Ensure that you have an up-to-date job description for each team member, and be as detailed as possible about every responsibility that they have. Your people need to know clearly what their roles and responsibilities are. Communicate Roles, Responsibilities and Objectives Take our How Well Do You Develop Your People? self-test to improve your team development skills. What you learn in your discussion provides the context for the next actions that you take. Then provide feedback, so that the individuals know that their behavior needs to change. Are there circumstances that are contributing to the situation, or problems that you can deal with? After all, bad things can happen in people's lives, and this can affect their behavior at work. Your first step is to talk to the individuals concerned. We'll now explore a variety of strategies and tools that you can use to get people to take responsibility. Instead, aim to provide your people with the skills and resources needed to do their jobs. Then create an environment where it's easy for them to take responsibility for their decisions and actions. The situation will likely get worse if you leave it alone, while laying people off should be a last resort – especially if you're dealing with someone who has the potential to be an effective team member.
Others may try to remove these people from their teams completely. When team members don't take responsibility for their actions, some managers may just hope that the problem goes away. Making excuses regularly – they may often say "It's not my fault," or "That's unfair.".Lacking trust in team members and leaders.Avoiding taking initiative, and being dependent on others for work, advice and instructions.Regularly complaining about unfair treatment by team leaders and members and engaging in self-pity.Avoiding challenging tasks and projects, and not taking risks.Blaming others for mistakes and failures.Lacking interest in their work, and in the well-being of the team.Sometimes it isn't obvious when people are shirking their responsibilities, but there are several signs to watch out for. All of this makes it important to address the issue. Whatever the reason, if people fail to take responsibility, they'll fail in their jobs, they'll fail their teams, and they'll fail to grow as individuals. People duck responsibility for reasons ranging from simple laziness or a fear of failure, through to a sense of feeling overwhelmed by the scale of a problem or a situation. In this article, we'll discuss strategies that you can use to do this. However, there are steps that you can take to put things right. It can be frustrating to have people like Jim on your team. People don't want to work with him, and they resent his apathetic attitude and his unwillingness to change. Jim's behavior has a significant negative impact. When asked why, he points the finger at one of his teammates, instead of admitting that his own procrastination caused him to fail. However, one person, Jim, consistently misses deadlines. – Denis Waitley, author and coachĪbigail manages a team of exceptional people who work well together to accomplish their goals. You are responsible for your life, and your ultimate success depends on the choices you make. A sign of wisdom and maturity is when you come to terms with the realization that your decisions cause your rewards and consequences. People can duck responsibility for their actions through laziness.
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