Keep Talent, Crush Risks: The Power of Transparent Accountability

As the manufacturing industry continues to grow — and as the labor market gets tighter — it’s more important than ever for leaders to retain and engage their team members. But is it really possible to motivate your team and drive results without contributing to burnout or creating an unhealthy culture?

The answer is YES — as long as you practice transparent accountability.

The Power of Transparent Accountability

Transparent accountability refers to creating a culture where expectations are openly communicated, progress is shared, and every team member understands not just what is expected of them, but why those expectations exist. It also means holding everyone accountable in a constructive, positive, and open manner. When feedback is given, mutual understanding is a key priority. The results — the good and the bad — are made clear and visible.

At its core, transparent accountability fosters trust and teamwork. It’s about seeing accountability not as a punishment, but as a way for everyone to work together and reach their greatest potential.

Four Insights for Practicing Transparent Accountability

To add more transparent accountability into your workplace and make sure you’re making the most of your team, consider these four tips:

#1: Set Clear Goals and Expectations

Take the time to discuss your goals and expectations, both with your entire team and individual team members. Make sure everyone understands what needs to be achieved, plus clearly define why your goals matter to your organization’s larger mission. By doing this, you’ll help your team members feel invested and engaged in their work.

#2: Practice Open Communication

Be sure to stay in frequent communication with your team. Continue to be transparent with them and share updates, like numbers and outcomes, to make sure everyone is part of the process. You might even consider posting daily or weekly results on a visible board, so everyone can stay easily updated and gain a feeling of ownership of the results.

#3: Appreciate Your Team

To foster transparent accountability, you also want to celebrate your team’s suggestions and ideas. When someone shares an idea or feedback, take the time to make sure they’re heard and valued. This reinforces a culture of openness and shared success. It will encourage team members at all levels to make their own contributions.

#4: Support, Don’t Just Penalize

Even in a culture of transparent accountability, conflicts and challenges can still arise. When they do, try to move away from a punitive mentality, like punishing your employees by writing them up or removing them from a project. Instead, work to find a way to coach them through the challenge. When leaders work to help their team members improve, it builds more trust and accountability.

Learn More on Mindfulness Manufacturing

You can hear about transparent accountability (and more!) on the Mindfulness Manufacturing podcast with guest Christopher Santomassimo. Chris is a lawyer and founding partner of Outside General Counsel (OGC) Solutions. With OGC Solutions, Chris assists companies with a wide range of legal and business issues, from employment claims to compliance counseling.

In his episode, he shares more about transparent accountability, plus offers more great tips for creating an open, positive workplace culture where everyone knows where they stand — and how they can succeed together.

Catch Chris Santomassimo on Mindfulness Manufacturing here.

Mindfulness Manufacturing

Our show is about providing listeners with real stories that come from a place of experience, transparency, and authenticity. Most importantly it’s about what we learn from these stories and applying Mindfulness in our everyday work and personal lives.
Our intention is to create an environment where people can learn through open honest discussions on how we apply Mindfulness. Although our experiences and stories come from time in a manufacturing environment hence the title “Mindfulness Manufacturing”, we still see our discussions and topics relatable to any organization or profession.

If you want to change your results, you need to change your approach. These words of wisdom come from Maggie Harlow, the co-owner of Signarama Downtown in Louisville, Kentucky. With years of experience in the custom sign manufacturing industry, Maggie doesn’t just talk about leadership—she lives it. She’s also a keynote speaker and speaks on a range of topics, including visionary leadership, gratitude, and finding new approaches to problem-solving.

In this episode, Maggie shares more about her background in the sign industry and offers practical, transformative insights on what it really takes to balance quality, speed, and culture in a high-mix, low-volume environment.

3:06 – In high-stress environments, creativity and craftsmanship keep people engaged 6:08 – It is important to have communications between all departments 7:00 – When systemic issues occur, remember that it may be a focus issue, not a people problem 8:14 – Quality is the most important thing 9:17 – As a leader, if you want something to improve or change, you need to bring it to your team’s attention 10:28 – When leadership is present on the shop floor, it shifts perception 11:41 – To get sales and production to truly collaborate, you may need a cultural shift 13:09 – To find healthy balances between departments, have honest conversations 14:35 – Focus on ownership, not blame 15:26 – When breakdowns occur, it’s often because team members don’t understand each other’s realities 17:44 – Give your team space to try, fail, and grow within safe boundaries 20:00 – For honest problem-solving, assume everyone is doing their best

Connect with Maggie Harlow Find her on LinkedIn Visit her speaking website Learn more about Signarama Downtown