What do you do if your employees lack motivation and a sense of ownership in the workplace?

To address a lack of motivation and ownership, engage in open communication to understand their concerns. Implement recognition programs to appreciate their efforts. Offer professional development opportunities to invest in their growth. Encourage autonomy and empower decision-making to foster a sense of ownership. Align individual goals with company objectives to show their impact on the business's success. Regular feedback and a supportive culture can also boost motivation and commitment.

Lacking a sense of ownership could be to do with fear of failure so start with Amy Edmondson’s brilliant work on psychological safety. Understand this and then start to onboard your team with why this matters - you need to encourage risk and learning. Once you have confidence then you can ask people what needs to change and then ask them to help you fix the issues - but play a supporting role.

The first thing I would do is to set up some time to talk with my employee and asking simply "how are you doing these days?" in hopes to get the person to share what's going on in their life or at work. Did something happen at home that is impacting their commitment to work? Or perhaps something happened at work. As a leader, I should always ask myself the question: what did I miss.

From a cognitive perspective, motivation can be understood through various theories that highlight the importance of beliefs, expectations, and goals in driving behavior. Cognitive approaches such as Goal-Setting Theory emphasize the motivational power of setting specific, challenging yet attainable goals. Implement goal-setting practices that are specific, challenging, and aligned with both personal aspirations and organizational objectives. This not only provides a clear direction but also enhances motivation by setting a standard for achievement that is both attainable and ambitious.

As the manager, it's my duty to ensure my team has clear goals and they understand the 'why' behind the efforts. The first step is to ask myself, have I clearly communicated my expectations to the team? Do they know what we collectively are trying to accomplish, and is that goal big enough for the team to feel like they are part of something that is going to make a difference? Second step is to ensure each team member has set of goals to support our collective goals. Again as the manager, it is my responsibility to create a process where those goals are revisited and the progress evaluated. I follow the SMART goal model: Specific, Measurable, Achievable, Relevant, and Time bound (=SMART).

From my personal experience I recommend 3 things that work together: 1. Establish Clear Goals and Expectations, making sure employees understand what is expected of them and how their work contributes to the overall goals of the organization. When employees see the purpose behind their work, they are more likely to feel motivated and take ownership. 2. Give employees the freedom to make decisions and take ownership of their work. When employees have control over how they accomplish their tasks, they are more likely to feel motivated and accountable for the outcomes. 3. Acknowledge and celebrate employees' accomplishments and contributions. Recognition can boost morale and motivate employees to continue performing at a high level.

Clearly communicate how individual roles contribute to the broader goals of the organization. Understanding this connection can motivate employees by highlighting the impact and significance of their work, fulfilling their need for purpose and contribution.

If you want your employees to have ownership, they have to have actual ownership. No one is going to work harder than someone who has a true stake in the business.

Strengthen team dynamics by fostering a supportive and inclusive environment. Encourage collaboration and peer mentoring. When employees feel a sense of belonging and support from their peers and supervisors, it satisfies their need for relatedness, enhancing intrinsic motivation.

When we face a lack of motivation and sense of belonging among our employees, it is crucial to proactively address these concerns. First, we must establish open and transparent communication to understand the underlying causes of these feelings. Then, we can implement strategies that encourage recognition and appreciation of each individual's work, as well as opportunities for professional development and personal growth. Additionally, creating an inclusive and collaborative work environment can strengthen employees' sense of belonging. It is essential to stay committed to listening to and supporting our team to cultivate a healthy and productive organizational culture.

When employees lack motivation and a sense of ownership, it's often a symptom of a deeper issue within the organization's culture. In my experience, fostering a culture of empowerment and growth requires a transformational leadership approach. Leaders must be self-aware, align their strategies with the business goals, and create an environment that encourages learning and inclusivity. This not only enhances team engagement but also aligns the team with the business strategy, leading to sustainable growth. Remember, the impact of leadership choices at all levels can significantly affect the company's bottom line.