If your employees are apprehensive of taking ownership, may be you have not given them enough freedom.

I was visiting this friend of mine who is a control freak, immensely finicky about everything that goes into making food. Every-time her son would volunteer to cook, she would literally get nightmares. So, while I was at her place, she was completely zoned out and looking in the direction of kitchen, all the time. Why? Because her son was in the kitchen, trying an exotic dish. 

Every few minutes she would go to the kitchen, and would end up give him directions. Our need to control and command sabotages others’ aspirations and growth. 

Let me put this straight – By doing this, we are not helping our people or our organisation, we are only helping ourselves, and that’s not healthy for anybody.

Decision-making is an acquired skill. One needs to practise it. If you take decisions on others behalf, if you keep giving them directions, if you make your worry and your irritation visible at the workplace, your employees will be scared to take any decision on their own, they will be scared to fall and fail. And that’s the opposite of empowering them. That’s the opposite of growth.

If your objective is to build leaders, then let them solve problems on their own. Even if you see the solution right in front of you, resist the urge to help. Wait at least until they ask for it. 

My friend’s son was very apprehensive of trying anything new in front of her. And that not only reflected in his cooking, but in other spheres too. To her credit, she realised it before the situation got out of hands.

It’s important to pause, rewind and reflect. We may be practising the same behaviour and not realising. So, take some time out to reflect. Think about the last time you gave someone the freedom to carry out a task or a project. Lay down the process followed. Did the employee feel successful? Did they own the wins and the failures?

Don’t obsess over making lives easy. Every individual has a different personality. Accept the differences in their way of working. Without diversity in the style of working, there will be no innovation. Everyone’s approach to a problem is different. Have patience and trust your employees. Do not be in a rush to help.

Share purpose. One of the vendors I worked with always used to refer to our company as her company. She would say, “Let’s do this. I am sure we will make it big.” That reflects belongingness. It’s important for your people to feel belonged to the work they do; to know what difference their work is creating, what’s the relevance of their contribution. Always, always communicate the ‘why’s’ of anything that comes under their purview. Purpose gives hope and strength. Purpose affirms ownership.

If you want your employees to give their best, help them not be scared of you. Help them explore their potential by knowing when and where not to help. Communicate reasons behind every decision. Involve them. Inspire them. Get inspired by them. Give them the sky and they will learn to fly.