Here's how you can cultivate accountability and ownership in your retail team.

Setting clear expectations is of paramount importance. By doing this, performance standards are established and responsibilities are defined. When there is clear understanding for individual and team performance and setting the standard for what defines success in different areas, then the team is empowered with a sense of ownership. It is also important to note that clear communication to all team members about goals, policy changes, etc. is very important as well. To keep the sense of ownership, people need to know what standards they are being held to.

Set SMART expectations and consistently follow through. Give feedback when necessary. Ensure everyone has a clear expectation of what their role is and how their contributions impact the project and the team. Don’t forget to celebrate milestones, big or small.

To cultivate accountability and ownership in your retail team, set clear expectations and roles, empower decision-making, and provide regular feedback. Establish accountability through structured check-ins and goal-setting. Celebrate successes and learn from failures, fostering a positive environment. Invest in training for skill development and lead by example with integrity and commitment. These efforts build a culture where team members feel valued, motivated, and responsible for their contributions, enhancing overall team performance and success.

For your team to take ownership of their responsibilities, they must have the proper tools and resources. This includes training programs, up-to-date equipment, and access to necessary information. When you equip your team with everything they need to succeed, you're sending a message that you trust them to do their job well. This trust can boost their confidence and encourage them to take initiative, knowing that the organization supports their efforts.

Constructive criticism combined with in the moment training will help employees identify areas for improvement and provide guidance on how to grow without them feeling ostracized and help to prevent a sense of resentment as well.

Be clear on the start position, expected outcome and the parameters they're working within. Do this visually drawing a box. Start with the bottom line, this is the start position, eg. current sales. Draw a line across the top, write on it the expected outcome. Add 'parameters' each side to finish your box, this could be time, budget or the channels they're going to use. Finally, draw lines in the box from the start line to the finish, they could be zigzagged, straight, swirly. Make the point, how they get to the goal us up to them, that's their accountability - they key message. They come to you when they need a decision or there's a barrier to overcome. They own that box though and how they achieve the goal.