How do you get your team to own their work? It's a question that many managers struggle with, especially when dealing with complex, creative, or collaborative tasks. Getting your team to take responsibility, initiative, and pride in their work can boost their performance, engagement, and satisfaction. But how do you foster a culture of ownership in your team? Here are some tips to help you.
One of the first steps to getting your team to own their work is to set clear and meaningful goals for them. Goals should be SMART: specific, measurable, attainable, relevant, and time-bound. They should also align with the team's vision, mission, and values, as well as the organization's strategy and objectives. By setting clear and meaningful goals, you help your team understand what is expected of them, why it matters, and how it contributes to the bigger picture.
Another way to get your team to own their work is to empower them to make decisions . This means giving them the authority, autonomy, and resources to plan, execute, and evaluate their work. It also means trusting them to use their judgment, skills, and experience to solve problems and overcome challenges. By empowering your team to make decisions, you show them that you respect their opinions, abilities, and contributions. You also encourage them to take risks, learn from mistakes, and innovate.
Empowering your team is so important. It’s important that they can make decisions with no recriminations if the decision is not the right one. You must trust your team and believe in them to make the right decisions. This is easier said than done, but with time and practice it becomes a lot easier, especially if they make some good decisions are on the way! Overall, you need to create an environment of learning and outcomes rather than failures and this includes you too. It’s a mindset shift at the end of the day.
A third way to get your team to own their work is to provide feedback and recognition. Feedback should be timely, specific, constructive, and balanced. It should help your team identify their strengths, areas for improvement, and progress towards their goals. Recognition should be sincere, frequent, and tailored. It should acknowledge your team's efforts, achievements, and impact. By providing feedback and recognition, you help your team grow, improve, and feel valued.
A fourth way to get your team to own their work is to support their development. This means offering them opportunities to learn new skills, expand their knowledge, and advance their careers. It also means coaching them, mentoring them, and connecting them with other resources and experts. By supporting your team's development, you help them reach their potential, fulfill their aspirations, and stay motivated.
A fifth way to get your team to own their work is to model ownership behavior yourself. This means demonstrating the same qualities and behaviors that you expect from your team, such as setting and pursuing goals, making decisions, seeking feedback, recognizing others, and learning and growing. It also means being accountable, transparent, and ethical in your actions and decisions. By modeling ownership behavior, you set an example for your team, inspire them, and build trust.
A sixth way to get your team to own their work is to celebrate their success. This means sharing and celebrating the results, outcomes, and impacts of their work with them and others. It also means expressing gratitude, appreciation, and pride for their work. By celebrating your team's success, you reinforce the value and meaning of their work, boost their morale and confidence, and strengthen your team spirit.