Aug
14
2014
Encouraging ownership in your employees
In all types of business, each employee needs to be working towards the same vision and goals for the organisation. Whether it's dealing with a problem or taking on a project, the end goal should always focus on what fits-in with the organisation's ethos, values and objectives.
As a small organisation, at the Centre we believe it's essential that each and every employee takes ownership in their own work. Most of our employees have the word ‘Manager' in their job title and manage their own function, which means less need for a senior staff member to oversee their day-to-day work.
Through my own experience over the years as a manager, and reading various sources on the subject, I have picked up some tips on how and why we should encourage ownership in our employees.
Why should you encourage ownership in your organisation?
- Employees will be more enthusiastic and committed to their role if they have a strong input on what they're doing.
- If you allow your staff to feel a project is ‘theirs' you will encourage creativity and productivity in their work. They are more likely to go that extra mile if they have a personal investment in the work.
- If staff own their work, they are likely to be happier in their role and in the organisation. This in turn will lead to good working relationships with other staff and managers.
- Micromanaging and checking-up on staff constantly can have the opposite of the desired effect and can cause resentment in staff meaning they are less likely to give a task their all.
- A high staff turnover can be costly for your organisation. It is likely that you will see a lower staff turnover if you encourage ownership in your employees, as they feel more valued and motivated in their roles.
- According to the National Bureau of Economic Research "...firms with employee ownership tend on average to match or exceed the performance of other similar firms."
How can you encourage your staff to take ownership?
- Alongside your employee, think about what they are already doing and what is working. Identify their strengths and celebrate these. This will give them the confidence to take ownership in what they are doing.
- Work with staff to tackle difficult situations rather than solving the problem for them. Invest the time in supporting them so that in future they will have the tools to handle things themselves.
- Take a solutions-focused approach - try and discourage your employees from worrying about what has happened and who's to blame. Instead, focus on solving the problem - what is the desired outcome and how you can get there.
- Give regular encouragement and praise. Nothing works better to empower and motivate staff than some positive words from their boss.
- Be clear on the end goal and exactly what is expected of them. Define clear goals and SMART objectives.
- Ensure they understand why something is important. They will be more engaged in the task or project if they understand the reasons they are doing it.
- Allow them to take baby steps. Check in along the way but where possible avoid micromanaging them, which can make staff feel as though they aren't trusted.
- Offer training, coaching and support when it is needed. We aren't all born knowing everything about everything, so there may be some areas in which they require additional support. Investing the time and money where needed will lead to long-term gain for your organisation.
- Lastly, and possibly most importantly, congratulate, celebrate and publicly appreciate your employees. Thank them for their hard work and effort, let them know they have done a good job, and if possible reward them with a treat - lunch, vouchers, cake....! If they know they are appreciated, they will continue to work hard for the organisation.
Resources:
http://www.nber.org/
http://www.businessknowledgesource.com/
http://www.soapboxhq.com/
http://www.hrzone.com/
http://www.bizjournals.com/
