How to foster an ownership mentality in your team - Viewpoint - careers advice blog Viewpoint careers advice blog

How to foster an ownership mentality in your team - Viewpoint - careers advice blog Working in a business where everyone from the boss down takes ownership of their work can be one of the most fulfilling things you’ll ever do. It’s an incredibly positive experience for both managers and staff, where everyone feels heard and involved, and recognised for their work. Employees who feel allowed to take ownership are more likely to be highly motivated and enthusiastic, and to go the extra mile. Having staff like that in your business is far better for you and your company than trying to push and micromanage unenthusiastic staff who stick to doing the bare minimum they can get away with, especially when you have targets to meet. Traits of employees who take ownership When employees are trusted to manage their own work and take responsibility for it, they are more likely to use their initiative and think through any decisions carefully without feeling they need to speak to their manager about every little thing. This means you have more time to actually concentrate on growing your business. They approach their job as if it’s their own business, with the high motivation and passion that goes with it, and are much more likely to come up with ideas and solutions to problems because they know they’ll get the credit and recognition for them. They care about what they do and about the quality of their work, and their results, because they feel like a part of the business, and that their contribution is valued. They’re not afraid to take charge and to make decisions and stand by them, because they know that they have the support and backing of their manager and their team. In addition to those traits, the more your employees are allowed to take responsibility, the more they will develop as a person and become self-reliant, and the more able they will be to take on a leadership role.  And the business itself will grow and thrive as its people do. How can you encourage your team to take ownership? 1. It starts with you You’ve got to allow your team to breathe and trust them to work on their own without feeling you need to hover over them every minute of the day. If you have a tendency to micromanage, step away and let them work. 2. Communicate your vision Start things off by talking about your vision for the company and for your team. Let your team know that they are a valuable part of the company and that they, and their ideas and opinions really matter. 3. Don’t hide the big picture from your staff Let them know where you want the company to go and how you want to get there. Give them a timeline as far as you can, so they know what to expect and what they are working towards. If they know what they are aiming at, they are much more likely to feel motivated and to come up with more targeted ideas to help you get there. 4. Ask for feedback Actively ask for feedback from your team and show them that you welcome their input. Encourage them to come up with ideas and voice their opinions so that they feel heard and a part of the decision making process. While you won’t always be able take everyone’s ideas forward, letting them have a voice will make your staff feel engaged and enthusiastic. 5. Be transparent Be transparent about how you make decisions in your team and explain why things are happening. If people don’t feel left in the dark, they are less likely to feel aggrieved and left out. If you also define the roles in your team so everyone knows who is doing what and who is responsible for different tasks, your employees will feel more in control and able to go forward without relying on you. 6. Equip your staff with everything they need Make sure your staff have all the tools and training they need to manage their work and their projects, and then delegate fully by letting them choose how they complete their work. That will build ownership and trust, and develop their problem solving skills. 7. Be supportive, but not smothering Let your employees know you are there to support them and to answer questions if they need you, but encourage them to solve their own issues and let them know that you trust them to do that. 8. Reward Reward employees who go above and beyond because it recognises their achievements and encourages others to follow their lead. You don’t have to offer financial rewards, though, especially if money is tight. You might give them an extra day’s holiday or reward them with flexi time, for example. 9. Failure is OK Finally, remove the blame game completely from your company. Nobody ever built anything worthwhile without failing somewhere along the way, and constant autopsies over what went wrong and whose fault it was will simply demoralise everyone. Instead, let your staff know that it’s OK to fail, and that the best way to look at it is to take what lessons can be learned from the experience and move forward. Building an atmosphere where people feel that they can take ownership of what they do is one of the best things you could do for your business, leading to a better working environment and a rise in productivity. Hopefully you found this blog valuable. 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