What do you do if your team members are not taking responsibility in Public Administration?

1 Identify the root causes

The first step is to understand why your team members are not taking responsibility. There could be various reasons, such as lack of skills, motivation, clarity, feedback, or recognition. You need to communicate with them and listen to their perspectives, challenges, and expectations. Try to identify the gaps and barriers that prevent them from taking ownership of their work. Be empathetic and supportive, but also firm and clear about your expectations and standards.

2 Set SMART goals

The second step is to set specific, measurable, achievable, relevant, and time-bound (SMART) goals for your team members. SMART goals help them to have a clear direction, focus, and purpose for their work. They also enable you to monitor their progress, provide feedback, and evaluate their performance. Make sure that your team members understand and agree on their goals, roles, and responsibilities. Use a written agreement or a project management tool to document and track their commitments and deliverables.

3 Delegate effectively

The third step is to delegate tasks and authority to your team members according to their skills, interests, and potential. Delegation is a key skill in public administration, as it allows you to empower your team members, develop their capabilities, and free up your time for strategic tasks. However, delegation does not mean abdicating your responsibility or micromanaging your team members. You need to balance the level of autonomy and control that you give them, and provide them with the necessary resources, guidance, and support.

4 Hold them accountable

The fourth step is to hold your team members accountable for their actions and results. Accountability means that they accept the consequences of their decisions and behaviors, both positive and negative. You need to establish and communicate the criteria and standards for evaluating their performance, and the rewards and sanctions for meeting or failing to meet them. You also need to provide regular and constructive feedback, recognition, and coaching to your team members, and address any issues or conflicts promptly and respectfully.

5 Lead by example

The fifth step is to lead by example and model the behavior that you expect from your team members. As a public administrator, you have a responsibility to act with integrity, professionalism, and transparency. You need to show your team members that you are committed to your goals, values, and vision, and that you are willing to learn from your mistakes and improve your skills. You also need to demonstrate trust, respect, and appreciation for your team members, and encourage them to share their ideas, opinions, and feedback.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?