Yeah.  Right.  We’ve all heard that before – “working” from home.

There’s one on every team.  It reminds me of when I was in school and the teacher said, “Now we’re going to get ready to do our group projects!” and there was a collective “groooooaaaaaaannnnnnnnnnnnn” from the class.  Everybody hated group projects.  Most people still do.

Working on a team can be a lot like those dreaded group projects in school.  Inevitably there is someone on the team who is just not as productive as the rest of the team.  And that, of course, impacts the team performance and effectiveness.  And results.  The really diligent team members – top performers – pick up the slack when they can.  They’ll confront the slacker – maybe.  They don’t want their evaluation to be hampered by the disgruntled employee or low performer.  Unfortunately they can’t always do their job and the other guy’s as well.

What do you think would happen if low performers were challenged about their performance?  If everybody else on the team held them accountable for doing what they were supposed to?  For actually working when they were “working” from home.

One of the characteristics of a functional team is the ability to hold each other accountable for not contributing to team efforts.  Or, generally, for exhibiting behavior that is counterproductive to the group goals.  I know, I know … it’s easier said than done.  That’s why 68% of the executives surveyed by The Table Group agreed that accountability is the most difficult dysfunction to overcome.

But when you think about the rewards – a more enjoyable workplace; more effective team; greater results, all of which contribute to the bottom line – it’s worth the effort.

I’d love to hear some stories of the difference accountability (or lack thereof!) has made in your teams!