Cultivating a Value of Ownership in Your Team

By: Julie-Anne

Ownership fosters authenticity, builds productive awareness, and reinforces trust in relationships; but, as a leader, if you want your employees to take ownership in their jobs and work for the organization the way they’d work for themselves, you must work on cultivating a culture of autonomy.


Often, employees don’t make decisions or take ownership of work because they’re not quite sure if they should. They feel like they need to check in with you — or they’re afraid of making a decision with which you won’t agree – or afraid of making a mistake. Some might have reached a stage of complacency where they just stay safely below the radar but do a mediocre job.


If you want to develop the value of ownership in your team then it’s time to take action as a leader as your leadership determines their direction.

To kick-start the process, we have come up with the following twelve ways of encouraging people to work on the value of ownership:

Share Your Vision.

Help employees feel part of something bigger than them. Communicate your mission and vision to them o en, and ask for their continual input so that they see what you see and are committed to working toward that result.

Involve Employees in Goal Setting and Planning Activities.

Seek out their ideas, knowledge, and insights, and invite them to help make important decisions. At the very least, let them see your process for making difficult decisions.


Explain The Why.

Don’t just tell someone what to do without making absolutely certain they also understand why that task needs to be completed and why you’ve selected that individual for the job. Give the job context in the bigger picture of your operation.

Let Them Choose the How.

Whenever possible, let your employees decide how to achieve the task you’ve assigned. Agree upon what constitutes a successful outcome, and then let them chart their own course. is builds ownership in the process and they might figure out a method for getting the job done that is superior to the one you would have assigned. If that happens, call attention to it. If they choose a poor methodology, don’t jump in and scold them, but rather ask questions that enable them to see better options.

Stop The Blame Game.

When you feel the impulse to blame someone or something, pause. Take a couple deep breaths and zoom out to cultivate objectivity. Ask yourself: Wha