How can you promote employee ownership in your organization?

The employees of the organizations are knowledge workers. To organization must look to unlock the intrinsic motivation of knowledge workers by following three 3 critical factors: a) Autonomy b) Mastery c) Purpose We can bring the ownership by giving the autonomy to the employees by following below practices: 1) Lead with objective not tasks 2) Decentralize the decision making 3) Allocate time for self-directed, exploratory work 4) Organize around value

It is essential that you have a clear vision that isn't about what you want to be, or what you want to do, but instead focuses on the impact you want to have. It should be aspirational, and set clear guidance as to the reason your organisation exists. If your organisation exists solely for making money, then you will quickly find that you are irrelevant in the modern day, but if you are looking to make a difference, and make money as you do so, your team will find it much easier to connect and thrive.

In addition to Share our vision and values, i believe that adopting transparent communication, by regularly sharing the company's goals and challenges with employees, helps them understand how their work contributes to the organization's success, this helps the employee to develop a sense of ownership.

If you allow your employees to co-create a blueprint for the company for the future, it will re-engage them. Allow everyone to have a voice in expressing what’s working, what’s not and what they would like to see in the future. Quantitative and qualitative assessment provides multiple data points to help you construct a blueprint with immediate, short term, medium term and long term actions steps.

I have learned to stay quiet when we are going to make a decision, first letting others have their opinion. This fosters trust, helps them own things, and when I do make a different decision they at least feel that they were heard.

I find that while recognition is important, it is only a part of the picture. It is important for people to have a sense of accomplishment, but this is internally generated, and your external praise can only be a part of the solution. Having a clear and genuine vision that your employees are committed to will set them up to be able to recognise success themself.

Yes! Create opportunities for people to spend part of their time working on projects outside the scope of their jobs. Utilize the other skills an employee might have in the interest of creating more meaning for this person when they are at work. It can be the difference between a disengaged and an engaged employee. It creates meaning for them because they are able to fuse their interests to their job. They will more likely feel like going to work is a natural extension of who they innately are. Getting to know your people and learning about their interests creates engagement; it retains employees; it creates a sticky workplace culture.

If you want to like where you work and conversely if you want happy employees, grant autonomy! When our sense of autonomy is triggered, our brains react neurologically as if our actual lives might be under attack. We need to at least perceive that we have some degree of control over our work or our mental health suffers. Having autonomy over your work fuels intrinsic motivation. When you’re given agency over your life, you’re more likely to feel inspired and motivated because your employer trusts and believes in you. When you feel entrusted to do your job as you see fit, you’re more likely going to feel intrinsically motivated to work for the work itself.