Seven years ago, I co-founded mentoring platform PushFar. I wasn’t just building a business; I was searching for something I desperately needed myself. Early in my career, I found myself looking for a mentor – someone who could guide me, share their knowledge, and offer the support that can make all the difference at the right moment. I knew I wasn’t alone in this need, and that realisation led me to create a platform where others could find the same guidance. Over the past seven years, I’ve seen firsthand how mentorship can transform careers and unlock potential in ways that no corporate initiative or incentive ever could.
Building PushFar was an incredible journey – one filled with challenges, learning, and growth. As I helped others find mentors, I also found my own path, refining my understanding of what truly drives people to succeed. Eventually, after years of growing the company and seeing its impact, my co-founder and I decided that it was the right time to look for a buyer to take it into the next chapter of its life, and with that for us to step back. We’re born entrepreneurs, my co-founder and I, and we love building. Now, we are ready to embark on a new challenge: exploring the deeper drivers of engagement in the workplace. This has led me to my latest venture, uRoutine, which my co-founder and I are in the early stages of development. Simply put, we are on a mission to embedding social accountability into the daily lives, habits and routines of the world, and with that support company cultures to drive meaningful engagement. We know this is a lot easier said than done, but let’s see what happens!
Why Social Accountability Matters
Over the years, I have sat in countless meetings where “employee engagement” was thrown around as a buzzword. I have heard discussions about surveys, perks, pizza, beer, and productivity metrics, but rarely did these conversations touch on what I had seen firsthand: true engagement isn’t about superficial incentives. It’s about purpose. Employees want to know that their work matters – not just to their company, but to a larger mission. They want to feel connected, valued, and responsible for their own success. And that’s where social accountability comes in.
Social accountability is more than corporate responsibility. It’s about fostering a workplace where employees not only hold themselves accountable but also support and challenge each other to grow. With uRoutine, I am on a mission to help companies build internal structures that make accountability a fundamental part of their culture.
I’ve seen how powerful accountability can be. Research supports this, too – a study in the Journal of Business Ethics found that when employees have clear responsibilities and a sense of ownership, they bring more of their whole selves to work. I experienced this firsthand when I watched mentoring relationships flourish on PushFar. When employees set their own goals, track their progress, and reflect regularly, their commitment deepens, and their engagement skyrockets.
The Organisational Benefits of Social Accountability
Beyond engagement, accountability brings tangible business benefits. When employees take ownership of their growth, they are more likely to stay with an organisation and develop within it, reducing turnover and nurturing internal talent. A culture built on trust, collaboration, and mutual responsibility strengthens teams and enhances workplace dynamics, fostering a sense of belonging that keeps people motivated.
Moreover, accountability fuels productivity and innovation. When people feel responsible for their objectives, they don’t just wait for direction – they take initiative, problem-solve, and push boundaries. Transparent goal-setting and regular check-ins ensure that individuals and teams stay aligned, making businesses more efficient and outcome-driven.
How Organisations Can Embed Social Accountability
Creating a culture of accountability isn’t about imposing rules – it’s about providing the right structures and support. Here are some of the key lessons I’ve learned from my journey that can help companies build accountability into their culture:
Set Clear, Achievable Goals
Employees should always understand what is expected of them and how their work aligns with the bigger picture. SMART goals – specific, measurable, and time-bound – provide direction and empower employees to take ownership of their performance.
Encourage Regular Check-Ins
Accountability thrives in environments where feedback is continuous. One-on-ones with managers, peer reviews, and team meetings create opportunities to discuss progress, address challenges, and refine strategies.
Measure and Communicate Progress
Transparent tracking mechanisms, whether through dashboards or performance reviews, help employees see their contributions in real time. Open communication fosters responsibility and ensures alignment with organisational goals.
Lead from the Top
Leadership plays a crucial role in setting the tone. When executives and managers model accountability – setting their own goals, following through on commitments, and being transparent – it inspires the entire workforce to do the same.
Recognise and Reward Accountability
Positive reinforcement goes a long way. Acknowledging employees who consistently take ownership – whether through promotions, incentives, or public recognition – reinforces a culture where accountability is valued and celebrated.
Real-World Inspiration: Companies Leading the Way
I’ve always admired companies that truly commit to internal accountability. Take Google, for example, with its well-known use of Objectives and Key Results (OKRs). This structured approach has helped employees stay focused on priorities while fostering a culture of transparency and ownership.
At uRoutine, my goal is to help organisations take accountability beyond annual performance reviews and make it an everyday practice. By giving employees structured ways to track goals, stay accountable, and collaborate effectively, businesses can create workplaces where people don’t just show up – they actively drive their own success.
Looking Ahead
The future of employee engagement clearly isn’t about trendy office perks or bigger bonuses – it hasn’t been for a while now. It’s about meaning, ownership, and accountability. Organisations that recognise this will be the ones that attract the best talent, build the strongest cultures, and achieve the greatest success.
With uRoutine, I am committed to helping companies embrace this shift. Because when employees own their success, companies thrive. If you’re a leader looking to transform engagement in your organisation, let’s talk. The future of work is accountable – and it starts now.
Author: Edward Johnson – Co-founder, uRoutine.
Photo credit: Edward Johnson
