{"id":93054,"date":"2023-02-25T13:54:29","date_gmt":"2023-02-25T17:54:29","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=93054"},"modified":"2023-02-27T14:10:15","modified_gmt":"2023-02-27T18:10:15","slug":"lack-of-ownership-at-work","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/lack-of-ownership-at-work\/","title":{"rendered":"Lack of Ownership at Work: Encouraging Employee Growth"},"content":{"rendered":"\n

Do your employees lack ownership at work<\/a>? Why is employee ownership<\/a> important?<\/p>\n\n\n\n

In The Great Game of Business<\/em>, Jack Stack and Bo Burlingham propose that the best and most efficient way to create a successful business<\/a> is by encouraging employees<\/a> to take ownership. If an employee sees the company as theirs, they’ll feel a sense of freedom at work.<\/p>\n\n\n\n

Let’s look at how to overcome a lack of ownership at work so your employees can thrive.<\/p>\n\n\n\n\n\n\n\n

Defining the Two Keys to Employee Ownership<\/strong><\/h2>\n\n\n\n

Overcoming a lack of ownership at work is crucial to fostering a successful business and pushing for autonomy in the workplace<\/a>. According to Stack and Burlingham, the keys to ownership are accessibility and engagement.<\/strong><\/p>\n\n\n\n

We\u2019re defining accessibility\u2014which the authors call education\u2014as employees having enough information to fully understand how their company operates.<\/strong> In fact, Stack and Burlingham maintain that every employee should have as much information about the company and its operations as upper management since employees can only be effective team<\/a> members when they fully understand the company.<\/p>\n\n\n\n

(Shortform note: Modern technology makes encouraging accessibility easier, as computers can track, analyze, and share data and other information quickly. However, many companies don\u2019t use their technology effectively<\/a>, either because they don\u2019t understand how to or because they don\u2019t think their company aligns with a technology-focused approach. Business experts explain that with some creativity and effort\u2014such as installing computers and training employees<\/a> how to use them\u2014all companies can benefit from the speed and accessibility technology provides.)<\/p>\n\n\n\n

Engagement\u2014which we\u2019re defining as employees being active and interested at work<\/strong>\u2014is equally important, the authors say. Engaged employees<\/a> will care more about the company\u2019s success if they feel like they have the freedom to work in the way that best suits them. They’ll use the information you\u2019ve given them to help the company succeed. On the other hand, unengaged employees may have the information they need to succeed, but they\u2019ll be less likely to use it.<\/p>\n\n\n\n

(Shortform note: Another way to define engagement is employees having goals and values that align with those of the company<\/a>. These employees will work harder to advance the company because doing so advances their goals and fits their values. Stack and Burlingham\u2019s definition of engagement arguably encompasses this one, as aligning employees\u2019 goals and values with the company\u2019s could be considered a method of encouraging employees to be active and interested at work.)<\/p>\n\n\n\n

Barriers to Encouraging Ownership<\/strong><\/h2>\n\n\n\n

Many companies don\u2019t encourage ownership, despite its importance to maintaining a successful business. Stack and Burlingham explain that there are several reasons for this hesitance:<\/p>\n\n\n\n

Barrier #1: Misplaced Focus<\/strong><\/h3>\n\n\n\n

Some companies don\u2019t encourage ownership because they focus too much on having fun<\/a>,<\/strong> the authors explain. While encouraging employee morale is important, overemphasizing it can distract employees from the real goal of creating a successful business.<\/p>\n\n\n\n

(Shortform note: In his book Delivering Happiness<\/em><\/a>, Tony Hsieh disagrees with this viewpoint, arguing that you can\u2019t overemphasize employee morale and happiness<\/a>. Focusing on making employees happy helps companies because happy employees<\/a> are more focused, productive, and innovative. They want to be a part of the company that\u2019s making them happy and are willing to work hard to help that company succeed.)<\/p>\n\n\n\n

Barrier #2: Lack of Trust<\/strong><\/h3>\n\n\n\n

According to Stack and Burlingham, many companies don\u2019t encourage ownership or autonomy in the workplace because they don\u2019t trust their employees.<\/strong> Specifically, many managers believe their employees don\u2019t care about the company and do as little work as possible. As a result, these managers stop sharing accurate<\/em> information about orders, deadlines, and other business operations with their subordinates. Instead, they say whatever they think is necessary to motivate employees<\/a> to get their tasks done\u2014whether it\u2019s true or not. This reduces employees\u2019 accessibility, in turn preventing them from developing ownership.<\/p>\n\n\n\n

This lack of trust can become a self-fulfilling prophecy:<\/strong> Managers share misinformation, reducing accessibility and making it difficult for employees to develop a sense of ownership<\/a>. In turn, this lack of ownership means employees are less invested in the company\u2019s success and less motivated to work hard. Managers are then even less<\/em> likely to share accurate information, and the cycle continues. <\/p>\n\n\n\n

For example, let\u2019s say Sam is the manufacturing manager at a car company. He needs five cars shipped out by Friday, but he\u2019s afraid that if he\u2019s honest with his employees about his requirements, they\u2019ll drag their heels and won\u2019t complete the cars on time. Instead, he exaggerates and says he needs eight<\/em> cars, hoping that at least five shipments will be completed on time. Due to Sam\u2019s lie, his employees never know which production targets are accurate and can\u2019t develop a sense of ownership. As a result, they don\u2019t care as much about the company\u2019s success or working hard, and their productivity decreases, reinforcing Sam\u2019s low expectations of them.<\/p>\n\n\n\n

Barrier #3: The Myth of Omniscience<\/strong><\/h3>\n\n\n\n

Finally, some managers don\u2019t encourage ownership because they think being accessible and sharing information will ruin their reputations.<\/strong> They worry that knowledgeable employees will be able to recognize gaps in the knowledge that they (the manager) share and that these employees will then lose respect for them. According to the authors, this fear stems from the myth that managers should have solutions to every problem and answers to every question. As a result, the managers discourage accessibility so no one can identify their shortcomings.<\/p>\n\n\n\n

Stack and Burlingham maintain that this attempt to appear omniscient is harmful to companies as a whole.<\/strong> Managers who refuse to reveal gaps in their knowledge will never fill those gaps, making it more likely for them to make mistakes and poor decisions. Meanwhile, employees will struggle to take ownership because they don\u2019t have enough information from their reticent managers.<\/p>\n\n\n\n

Instead, the authors recommend creating an environment where everyone\u2014including managers\u2014can ask for help and learn<\/strong> from each other without fear.<\/p>\n","protected":false},"excerpt":{"rendered":"

Do your employees lack ownership at work? Why is employee ownership important? In The Great Game of Business, Jack Stack and Bo Burlingham propose that the best and most efficient way to create a successful business is by encouraging employees to take ownership. If an employee sees the company as theirs, they’ll feel a sense of freedom at work. Let’s look at how to overcome a lack of ownership at work so your employees can thrive.<\/p>\n","protected":false},"author":14,"featured_media":69351,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,14,30],"tags":[914],"class_list":["post-93054","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-management","category-work","tag-the-great-game-of-business","","tg-column-two"],"yoast_head":"\nLack of Ownership at Work: Encouraging Employee Growth - Shortform Books<\/title>\n<meta name=\"description\" content=\"Fostering ownership is important for employee motivation and engagement. 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