10 Strategies to Empower Your Employees to Take More Ownership at Work
Many companies often struggle with employee engagement. Employees may be “phoning it in,” not taking initiative or failing to do more than is required of them, and company leaders can’t figure out how to get them more invested not only in their own success but in the success of the company as well.
One solution is to build a culture of ownership. When employees feel they have control over their work and their future, they’re more likely to be productive and step up with ideas to benefit their team, as well as feel generally happier about their work.
So what’s the key to creating such a company culture, and what steps can leaders take to build one? Here, business leaders from Rolling Stone Culture Council draw on their own experience improving employee engagement and offer up 10 strategies they’ve found to be most effective in empowering employees to take ownership of their roles and future success.
Let Them Make Decisions
Empower your team by letting them make decisions in their areas of expertise. Guide them instead of directing. This creates a sense of value and investment in your company’s success, boosting motivation and performance. – Mo Hamzian, VEL
Encourage Personal Goal Setting
I encourage my employees to design their own quarterly goals that are tailored to their strengths and ambitions. This approach not only boosts accountability but also influences a sense of purpose. It cultivates a culture of proactive ownership and continuous growth, where employees feel their unique contributions drive both personal and agency success. – Sonia Singh, Center of Inner Transformations
Prioritize Open Communication and Support
To empower employees and create a positive company culture, prioritize open communication and support. When employees feel heard, valued and backed up, they are more likely to take ownership of their roles, deliver high-quality work and go the extra mile. This fosters a positive work environment and contributes to the company’s overall success. – Jason Peterson, GoDigital Media Group
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Avoid Micromanaging
The most important strategy is to never micromanage. Let your employees own their roles and make decisions — they are the experts. Let them offer guidance and strategic planning in a team environment, as this will go a long way. All my employees are treated equally, but I value their input, decisions and innovation, and this keeps my company’s client list growing. – Paul Fitzgerald, Salt & Pepper Media Inc.
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Encourage Them to Take Their Own Approach
My guidance to employees is: “Do it well, but do it your way.” I don’t want my employees to do an imitation of the way I might perform a task or achieve an outcome. Instead, I want them to accomplish goals using their gifts and perspectives, and for us to work together to make their approach work. Through this lens, they are accountable for the outcomes, but they truly own the process. – Jed Brewer, Good Loud Media
Help Guide Their Career Path
Some employees do not need this, but for those who do, maybe advise them where they could go in the company if they work hard for its success and make themselves qualified. Your HR team (or you) can advise them if they need training — either at the company’s expense or their own — and what they need to achieve (in broad strokes) to get there. Then it’s up to them. – Zain Jaffer, Zain Jaffer Foundation
Ensure They See the Impact They Make
It’s critical that employees see the connection between their contributions and the organization’s success. Always set clear expectations, but give employees the freedom and autonomy to carve their own path to making a difference. Doing so cultivates a corporate culture centered around growth and opportunity. – Dustin Eide, CanPay
Maximize All Internal Influences
Maximize all internal influences, such as highlighting individual strengths and offering your team ample opportunities to apply those skills. Prioritize guiding your employees on how to create and share campaigns that motivate them while ensuring that you do so in a way that reinforces their understanding of how their abilities align with and strengthen the mission statement. – Cynthia Johnson, Bell + Ivy
Help Them Create Meaningful Incentives to Work Toward
To ensure they have input and take ownership, work with them to create incentives they want and then timelines to achieve those incentives. This significantly impacts the company culture in a positive way. They become more “bought in” and bring higher energy because they are working toward achievements they want on timelines they helped create and feel are attainable. – Matthew Forster, CMS Nashville
Align Their Goals With the Right Position
Give them meaningful responsibilities and resist the urge to micromanage challenges. Find out what they ultimately want to do and see if you can align their goals with a position in your organization. Always treat everyone with respect! – Michael Newman, The Bureau of Small Projects