How to Hold Your Team Accountable Without Killing Morale
(Posted on Wednesday, May 14, 2025)
Over the years, I’ve worked with hundreds of leaders—some reporting to me directly, others one layer removed.
General Managers, Directors of Sales, VPs, team leads—you name it.
Whether I was in the thick of day-to-day operations or stepping into broader strategy from the C-suite, one pattern always stood out:
What leaders want most is the attention of their leader.
Not micromanagement.
Not blind praise.
Just focused, intentional attention.
And here’s what I’ve learned:
You can turn accountability into attention—if you handle it the right way.
The Hidden Connection Between Attention and Accountability
Accountability and attention are two of the most powerful levers a leader can pull. But they’re often treated like opposites.
- Attention is seen as positive. Encouraging. Motivating.
- Accountability is often seen as negative. Judging. Stress-inducing.
But the truth is, they’re two sides of the same coin.
Done right, accountability is the highest form of attention.
It means:
→ I see you.
→ I care about your performance.
→ I want you to succeed.
A recent Gallup study found that employees whose managers hold them accountable in a supportive way are 2.5x more likely to be engaged in their work. Why? Because supportive accountability creates clarity, direction, and growth.
When Accountability Feels Like Judgment
The problem is, most accountability conversations are handled poorly.
They show up only when something goes wrong.
They feel reactive instead of proactive.
They create tension instead of trust.
And so accountability gets a bad reputation—viewed as a “judgment day” conversation rather than a normal part of leadership.
But what if it didn’t have to feel that way?
The Positive Attention Loop
If you’re checking in regularly with your direct reports—and structuring those meetings with intention—you can create what I call a positive attention loop.
That means every 1:1 meeting becomes a dual-purpose tool:
✅ You get the accountability you need
✅ They get the attention and clarity they crave
It’s a shift from performance management to performance partnership.
You’re not just checking boxes.
You’re solving problems together.
You’re building trust.
And as the loop strengthens, something remarkable starts to happen:
People begin to hold themselves accountable.
They start stepping up before you even ask.
They treat feedback as a tool, not a threat.
This is when your team becomes self-correcting, self-motivated, and deeply engaged.
Tactics to Build This Loop
Here are a few ways to make it happen:
- Hold consistent 1:1s—no matter what
Don’t cancel or reschedule. Your consistency signals importance. - Start with listening
Ask: What’s working? What’s getting in your way? What do you need from me?
Attention begins with curiosity. - Make the plan collaborative
Don’t dictate. Co-create. Ask: What’s your next step? What will success look like by next week? - Track actions, not just feelings
A good check-in isn’t just a vibe check. It should lead to a tangible action or outcome. - End with clarity
What was decided? Who owns what? When will it be revisited?
This structure creates safety and urgency. Clarity and ownership.
Redefining What Attention Really Means
Attention isn’t just about applause and high-fives.
Real relationships are built through hard conversations, shared challenges, and mutual respect.
If you create a loop of structured attention—with regular feedback, shared problem-solving, and supportive accountability—you’ll see your team rise to meet the standard.
And when things go wrong (because they will), you’ll have a clear distinction:
The person isn’t the problem.
The behaviors that led to the outcome are.
And that’s a shift worth making.
Want to build a high-performing team that’s driven by trust, clarity, and ownership?
Start by changing the way you give your attention.
Because when accountability feels like support, performance follows.