Regardless the segment and size of companies, a company with a well-defined corporate culture, notably gives a great value on employees´ expected performance Even being the employees from any hierarchical level, who treat work as if it were their own business, who have a sense of ownership. In order to figure out what is an employee who has a sense of ownership: be an employee has the feeling of the act, state, or right of possessing something. The companies want everybody to feel like an owner, at the most different levels. The owner of the machine. The owner of the Finance area. The owner of that project. The owner of Production Line. People who work well in this inspiring, positive and energetic workplace environment indeed have been searched unremitting by cultures of high performance and well planned demand. Every organization needs to build a culture of ownership. Ownership isn’t assigned or given. Ownership is taken. I can’t appoint ownership. Because the owner is the owner.
The employees have to assimilate about the importance of getting good motivating and engaging organizational behavior through goal setting, workplace improvements, positive reinforcement and performance recognition. These mechanisms contribute to creating a healthily challenging work environment. The leaders can provide recognition for employees through newsletters, interoffice emails and at company events throughout the year or consider quarterly and yearly bonuses for employees who meet predetermined productivity levels. The recognition policy can be an ally. The politic of good example can works very well like reference to others employers of the company
Arguably, people who are recognized for various achievements are more motivated to continue and expand their efforts, not afraid to expose their ideas or take the ownership attitude. When the people feel confident in the workplace, inevitably they perform better. Undoubtedly they may become more creative, independent and happy to work well even under a high pressure productive environment.
Certainly the comfort zone is the main enemy of all professionals who wish to grow in their careers. When the employees remain comfortable and relaxed positions in the workplace, while what really is needed to achieve new goals is a state of relative anxiety, stress and discomfort. Finally, resilience at work, that is essential to develop a human and empathic look that needs to deal with adversities, conflicts in the environment of pressure. The companies would like the employees to proactively improve the role, continually increase output, and increase overall efficiency but taking the ownership of improving the task would take away from that comfort zone facing few people look for discomfort. Once people stop making excuses, stop blaming others and take responsibility for everything in their lives, they are compelled to act and solve their problems.
In business, as in life, prevention is better than cure. Do not allow complacency to occur. The most importants actions should be taken by leaders are keep people engaged and motivated to act and encourage both continuous learning and training.The leaders have to let employees see their own potential, stimulate them with their career prospects and foster their talents also. The success ownership is built on individual excellence aiming at the accomplishments of teamwork. Is important to know positive results are possible by great leadership at all levels.
Valuing this ownership feeling, organizations try to maximize the dedication of employees, aligning business interests and facilitating the coordination of activities. The example and practice of company employees speaks louder and can be replicated at all levels through inspiration toward continuous improvement to achieve the needed results.
Great leaders ensure there’s a sound planning process that includes mission clarity, evaluation of options and risks, engagement of all levels, post-action debrief, and systematization of the planning process..The employees take the ownership over their work invest first in your ability to take responsibility for the results of your team, that is, to assume the risks of an operational and strategic change in favor of carrying out a project or task, with different resources and in differents ways.
Another skill needs to be experimentation, not to be afraid of making mistakes and building improvements on top of the mistakes or successes that happen throughout the process. Take that incremental look at ideas.
A sense of ownership is the differentiated mentality of people who want to see their company thrive, ensuring stability, profits and growth. When the leaders foster a culture of ownership, they don’t need to be involved in every detail. That precious time can focus attention elsewhere, secure in the knowledge that owners will always come when they have problems or need help.Imagine if every one of your company’s employees and managers had this same mentality?
The employees have the ownership mindset driven by their own desire to succeed, surely they fully understand and believe in a mission, before they can convince others to embrace it and lead them to do what’s needed to succeed. Great leaders prioritize the wider mission over their personal ego. They’re willing to learn, accept good ideas from others, and own up to their mistakes. They also manage their team members’ egos to keep everyone focused on the team mission.
Keep in mind that the motivation is inside of you. Change. You can have the best work tools, the best work team, the best leader, but if you don’t decide to change by yourself, nothing will happen. You are not a tree, you can move.
Are you ready to develop your owner’s profile in your work?