In the workplace, managers often enjoy a unique status—they are both enforcers and employees. But what happens when the enforcers aren’t being enforced upon? While HR departments are quick to set policies for junior and mid-level employees, there’s often a notable blind spot: holding managers and leaders accountable.
Leadership accountability isn’t just about performance metrics or quarterly goals—it’s about behavior, communication, ethics, and how they treat their teams. When those in power go unchecked, it creates a dangerous culture where microaggressions, poor leadership habits, or even toxic behavior are ignored because “they deliver results.”
But results at what cost?
An unaccountable manager can silently damage morale, cause good employees to leave, and create an invisible wall between leadership and staff. Over time, this lack of oversight erodes trust—not just in leadership but in HR itself. After all, if HR is seen as protecting the powerful instead of supporting fairness, it loses its credibility as an advocate for employees.
So, what can HR do?
Implement 360-Degree Feedback Loops: Let peers, subordinates, and other stakeholders give anonymous input on managers—not just their direct reports.
Hold Regular Leadership Check-ins: Not just goal-based reviews, but behavioral and cultural alignment assessments.
Enforce Policy Equally: Leadership doesn’t mean exemption. The same workplace behavior policies should apply from interns to executives.
Train Managers on Emotional Intelligence: Accountability begins with self-awareness. Equip leaders with the tools to self-regulate and reflect.
It’s time to flip the narrative: strong leadership isn’t about being feared or followed blindly—it’s about earning trust, inspiring through actions, and being as accountable as the rest of the team. When HR manages the managers, everyone wins.
In the workplace, managers often enjoy a unique status—they are both enforcers and employees. But what happens when the enforcers aren’t being enforced upon? While HR departments are quick to set policies for junior and mid-level employees, there’s often a notable blind spot: holding managers and leaders accountable.
Leadership accountability isn’t just about performance metrics or quarterly goals—it’s about behavior, communication, ethics, and how they treat their teams. When those in power go unchecked, it creates a dangerous culture where microaggressions, poor leadership habits, or even toxic behavior are ignored because “they deliver results.”
But results at what cost?
An unaccountable manager can silently damage morale, cause good employees to leave, and create an invisible wall between leadership and staff. Over time, this lack of oversight erodes trust—not just in leadership but in HR itself. After all, if HR is seen as protecting the powerful instead of supporting fairness, it loses its credibility as an advocate for employees.
So, what can HR do?
Implement 360-Degree Feedback Loops: Let peers, subordinates, and other stakeholders give anonymous input on managers—not just their direct reports.
Hold Regular Leadership Check-ins: Not just goal-based reviews, but behavioral and cultural alignment assessments.
Enforce Policy Equally: Leadership doesn’t mean exemption. The same workplace behavior policies should apply from interns to executives.
Train Managers on Emotional Intelligence: Accountability begins with self-awareness. Equip leaders with the tools to self-regulate and reflect.
It’s time to flip the narrative: strong leadership isn’t about being feared or followed blindly—it’s about earning trust, inspiring through actions, and being as accountable as the rest of the team. When HR manages the managers, everyone wins.
