Establish clear goals
Before you can effectively hand off responsibility to your team members, it’s important to clearly align on how you’re defining success. Simply giving them an assignment without any real direction is not the way employee ownership is supposed to work. In fact, it will likely leave your team members feeling lost and unsure where to begin. That’s why it’s your responsibility as a manager to sit down with your employees to give context, set goals and expectations, and provide them with a clear understanding of how you see progress and success. Only then, once you’re on the same page about the vision and desired end results, should you hand off the reins and let them determine how to get there.
Be a resource for problem solving
Recognize that giving your employees ownership doesn’t mean closing the door when they confront a challenge and are unsure what to do. It means offering them support and helping them identify the resources they may need to navigate the problems. Whether it’s referring them to certain teammates they can leverage with relevant insights and expertise, suggesting useful resources they can utilize to find solutions, or serving as a sounding board to work through things out loud if they need it, be present and available.
Remember that you can listen and guide without simply telling your team members what to do. If they seem to want to process things out loud, give them the space to share the solutions they’re considering and how they plan on moving forward, and when relevant, feel free to offer alternative perspectives or questions to consider. What’s most important is that you make it clear that you trust them and remind them that you’re around to offer support.
Follow up
Stay informed on what your team members are working on and check in to see how things are going. Try scheduling regular one-on-one meetings to follow up on their progress and offer supportive feedback when relevant. This shows your team members that you’re invested in them and their success. Emphasize that while they are the owners and decision-makers, you still care and want to be in the loop to ensure that they don’t feel neglected or forgotten.
Provide meaningful recognition
The best way to avoid being an absent leader? Recognize your team members’ efforts and achievements. According to a recent Gallup study, employees are four times as likely to be engaged at work if they feel strongly that they receive the right amount of recognition for their contributions. So, while you might not be managing their day-to-day tasks, you can still go out of your way to emphasize that you recognize their value. Reach out when your employees do something great and spotlight their achievements in front of the rest of the team so that others can acknowledge them as well. When your team members feel like you really see the great work they’re doing and want them to feel recognized, it shows them that you’re actively involved in their work and committed to their success.
