Every company approaches holding employees accountable differently. Distribution consultant Brent Grover has seen companies at both ends of the spectrum, from those with rigid policies to those that rely on employees’ good judgment to ensure goals are met.

What matters more than a company’s initial approach to employee accountability is the ability to recognize when the culture and systems in place don’t work and to adjust accordingly. In The Little Black Book of Strategic Planning for Distributors, Brent encourages company leaders to evaluate the company culture to determine whether it is a help or a hindrance to executing long-term goals.

Brent encourages company leaders to think about the “culture of accountability” at their companies. “How do you decide who will be in charge of a project? Do you hold one person responsible for success or failure of a project, or spread (dilute) accountability over a group of people?” Brent says. Making changes might improve the chances of success.

Brent advocates a “parity of authority and responsibility,” where those responsible for projects are given the authority and resources they need to get the job done. He says leaders should ask themselves whether they are committed to making this arrangement part of their culture.

Brent provides more questions to get leaders thinking about their accountability culture and provides other tips for improving employee performance in The Little Black Book of Strategic Planning for Distributors.