Employee turnover is expensive—estimates place the cost between 90% and 200% of an employee’s annual salary. Worse still, research suggests many employees are already planning to leave their current role within the next 12 months. If this feels familiar, reversing the trend requires more than quick fixes. It takes intentional strategies to realign leadership, culture, and engagement.
As a business coach, I’ve spent years analysing why people leave. One common refrain I hear—particularly in overly managed environments—boils down to eight simple words:
"I want to take ownership of my work."
Employees want to feel trusted. They want to make decisions, innovate, and see how their work contributes to the bigger picture. Leaders who grant this level of autonomy and empowerment can transform their workforce into a high-performing, engaged team. Here’s how you can get started.
Why Ownership Matters
Ownership is about more than delegation—it’s about creating an environment where employees feel empowered to make meaningful contributions and take accountability for their results. Trusting employees to operate with independence has profound benefits:
Higher engagement: When employees feel trusted, they’re more motivated to contribute their best ideas and efforts.
Improved innovation: Freedom to experiment without excessive oversight fosters creativity and problem-solving.
Reduced turnover: Employees who are empowered to grow and act like owners are far less likely to leave.
To foster a culture of ownership, start at the recruitment stage. Look for proactive, entrepreneurial-minded people who challenge the status quo, exhibit curiosity, and take initiative. But recruiting alone won’t drive transformation—leaders must shift their approach.
Shifting Leadership Styles for Greater Empowerment
Encouraging employees to think and act like owners often requires a fundamental change in leadership style. Leaders must move away from micromanagement and adopt practices that prioritise trust, delegation, and transparency.
Here are five strategies I recommend to senior leaders to spark entrepreneurial thinking within their teams:
1. Cut Down on Rules
Excessive bureaucracy stifles creativity and kills innovation. Leaders should go on a “rule diet,” simplifying processes to create room for entrepreneurial energy. Better yet, involve employees by creating a cross-functional team tasked with identifying and removing unnecessary rules and procedures.
By eliminating roadblocks, you can keep systems lean, adaptable, and conducive to fresh thinking.
2. Let Ideas Turn Into Action
When an employee shares a new idea—especially one that falls outside their role—don’t let it stop there. Help them connect with the right people or resources to bring it to life.
Encouraging employees to take ownership of their ideas fosters collaboration, strengthens skills, and boosts engagement. The ripple effect: innovation spreads across teams and departments, driving growth in unexpected ways.
3. Celebrate Entrepreneurial Thinking
Recognising and rewarding employees for innovative contributions—regardless of size—reinforces a culture of ownership.
For example: Did someone streamline a customer-facing process? Recognise it. Did someone propose an idea that improved a team’s efficiency? Celebrate it. Even small wins deserve acknowledgment to inspire others to think boldly and act proactively.
4. Share the Big Picture
Ownership starts with understanding. Employees need access to the company’s strategic goals, performance metrics, and key challenges to align their work with broader objectives.
When leaders provide insight into the organisation’s direction, employees feel trusted and included, which strengthens their ability to make informed decisions. Aligning individual efforts with the bigger picture fosters a shared sense of purpose.
5. Embrace Open Dialogue
A transparent culture builds trust. Leaders should create an environment where employees feel safe to ask tough questions, challenge assumptions, and share their thoughts freely.
Open dialogue fosters collaboration and resilience, encouraging employees to voice their perspectives and bring their full capabilities to the table. Trust and open communication deepen engagement, strengthening the entire team’s dynamic.
The End Reulst: A High-Performing Culture
When employees feel empowered to take ownership of their work, businesses thrive. In my years of coaching senior leaders, I’ve seen this principle transform organisations. Trusting your employees doesn’t just build engagement—it unlocks innovation, strengthens retention, and aligns your workforce toward a common vision.
But it all starts with leadership. Are you ready to loosen the reins and let your employees think and act like owners? The shift might be uncomfortable at first, but the long-term rewards—for your team and your organisation—are undeniable.