Here's how to encourage ownership
in your employees
The key to ownership
Organizations expect employees to work entrepreneurially and show initiative. Ownership is an important basis for this. The question is what this requires of you as a manager. How do you change “I have a problem, what should I do?” into “this is my challenge and this is how I will tackle it”? How do you stimulate your team to take responsibility from intrinsic motivation?
Psychological ownership
Ownership is about an attitude where a person feels that a goal or part of it truly belongs to him or her. That connection causes employees to take responsibility for their work and results. Professor Jon Pierce describes three human needs that become fulfilled when psychological ownership is present.
1. Check
As human beings, we feel the need to exert control over our environment. Once a person feels ownership, he aligns his actions accordingly. This produces a feeling of satisfaction. The freedom to make choices contributes directly to this sense of control. Moreover, we feel more efficient and effective when we determine these actions ourselves.
2. Self-identity
Ownership makes visible who a person is. The goals someone pursues and the responsibility someone takes say a lot about their identity. This provides guidance to others and to oneself.
3. Territory
Everyone needs some kind of mental home. A place where a person feels part of the whole. That feeling reinforces ownership.
Encouraging ownership
As a manager, you play a major role in activating these psychological needs. Pierce shows what factors enhance ownership in the workplace.
1. Control and autonomy
By giving employees autonomy within their work, a person experiences more control. This activates ownership and increases engagement. The more employees determine their own approach, the more responsibility they take.
2. Knowledge of the organization
Your team needs direction. Not imposed goals, but a clear picture of the organization’s mission. Is anyone working on a job or on a common goal? The more connection, the greater the ownership.
3. Ownership and investment
Once employees have the opportunity to share their ideas and influence the work process, engagement grows. This is directly related to self-identity. Not implementing what someone else came up with, but actively contributing.
What does ownership yield?
High levels of ownership often lead to increased motivation, responsibility and satisfaction. Employees feel connected to their work and experience that they matter. This makes teams more agile and organizations stronger.
Do you want to learn how to place responsibility and direction with your team? Do you want to achieve progress in your daily practice with greater ease? Then the training course Leadership based on Ownership is for you!
