Frequently when I gather feedback about someone I am coaching, I hear “He needs to take more ownership.”
On the flip side, when I present this feedback, many clients respond: “I agree. And my manager needs to let me. I feel like I have to check everything with him!”
Clearly this is a classic give and take. Managers need to give it and employees need to step up and take it.
But let’s define what we mean here. When managers talk about wanting employees to take ownership, my understanding is that they want them to:
– Make considered decisions and stand by them
– Meet commitments
– Look for new ways of thinking about existing problems
– See the big picture/interconnections
– Think ahead about what needs to happen in their area.
And while their direct reports know these are all important, from their perspective, ownership means one thing: Having responsibility and authority to make decisions!
Research and experience support the fact that empowering employees to make decisions is a basic building block of motivation, and we all want a motivated workforce.
In addition, the pressure to produce is strong and seemingly unceasing. Managers know they can’t do it all. Even ones who want to eventually come up against the limits to their capabilities.
Finally managers become a stumbling block to growth if all decisions have to go through them.
So delegating ownership of decisions makes good business sense.
Now, I’m not suggesting a wholesale give away of decision making! Certainly, the kind and amount of decisions you delegate must match the task and employee’s experience and abilities.
But if you’re among the managers who want to see more ownership, ask yourself: What can I do to encourage it and where might I be a roadblock?
The old adage “Give and ye shall receive” has never been more relevant!