Skip to content

Delegation & Accountability: Get Your Employees Thinking & Acting Like Owners!

Delegation & Accountability: Get Your Employees Thinking & Acting Like Owners!

So many remodeling companies start small, with the owner doing almost everything. But as your company grows, and you’re running multiple complicated jobs, trying to do it all only holds you back.

But it’s hard to let go.

You know you have to delegate some of your duties, but too often that merely leads to micromanaging, frustrating you and your employees. When you’re in the thick of it, handing off some of your responsibilities can seem like the last thing to do — you don’t have enough time to explain it all, you don’t want to lose control, or you think you can do it better.

Learning to delegate is only part of the solution. Accountability has to be baked into the process to make it work for everyone. For to trust, and for your employees to fully understand what you want them to do.

The Cycle of Accountability

Everything about delegating duties to your employees properly revolves around clear agreements about who is accountable. Delegation is created in three distinct steps:

  1. Responsibility
  2. Self-Empowerment
  3. Accountability

Having clear agreements clarifies individual roles and responsibilities. To create a clear agreement about what you need an employee to do, follow these steps:

  • Create the task
  • Define what the outcome should be
  • Outline the actions it will take to get there
  • Set the deadline
  • Discuss the stakes — what happens if the goal is met or not.

It may take more time than you think you have to go through this process, but it’s time well spent. It will lead to your employee owning that task and feeling responsible for its successful completion.

Empowering Employees

It’s your responsibility to make your people feel empowered and supported — not abandoned — by you. Initially, that means scheduling regular check-ins as the task is in process. If there are problems or challenges, allow the employee to come up with solutions, then discuss.

Remind them that they are ultimately responsible to finish the task by the deadline.


The beauty of the clear agreement is that you and your employees can see whether they accomplished the delegated task. If they didn’t, you have a method to point out what went wrong and how to do it better next time.

You won’t have to do this every time — as your people take responsibility and understand outcomes, they become self-directed and empowered. They become more invested in the success of your company, and you get more time to grow it. Don’t be afraid to delegate!

Want More on This Topic?

If you are in Las Vegas this week for KBIS, Steve Wheeler will be presenting this topic at the Voices From the Industry Conference. Click Here for more Information.



Opt Out

I confirm that I am choosing to opt-out of the new Roundtables membership, henceforth referred to simply as Roundtables (“Roundtables”).  

I understand that my current membership will not change and will be henceforth referred to as RT Legacy, Roundtables Legacy, or simply Legacy (“Legacy”). I understand that by opting out I will not receive the additional benefits offered to Roundtables membership and will not receive the bonus PSCs.  I acknowledge that if I choose to upgrade at a later date, I will not receive any bonus PSCs above the standard issue.

By clicking below, you opt out and will be locked into the Legacy program for 2021. You will not receive an increase in dues, other than our standard inflationary annual dues increases. You will have the opportunity to opt in for the 2022 membership year. However, there will be no bonus given to future opt in cycles.

Please note that if you cancel your membership, you forfeit access to Legacy membership in the future. You may rejoin only as a Roundtables member.

Hey there!

Login To Come In

Member Support

Roundtables Application

Let's do this