5 Ways to Get Employees to Act Like Owners.
Many leaders long for a team that acts with the same care and commitment as they do. Employees who embrace challenges, seek out solutions, and treat the company’s success as their own. But there’s a catch. Simply telling employees to “act like owners” won’t make it happen. Ownership isn’t demanded—it’s inspired and cultivated.
If you want your staff to think like owners, you must motivate them to care deeply about their work and equip them with the tools and mindset to make meaningful contributions.
Keep scrolling to learn how.
ONE
Anchor Them to the Mission
Ownership begins with understanding why the company exists. When employees see the bigger picture and feel connected to it, they naturally become more invested in their work.
Make the Mission Visible: Don’t let your mission be a slogan gathering dust in a handbook. Incorporate it into daily operations. Open meetings by connecting goals to the mission and share stories of how the company’s work impacts customers or the community.
Ask Mission-Driven Questions: Encourage employees to evaluate their tasks through the lens of the company’s purpose. For example, “How does this contribute to what we’re trying to achieve as a team?”
Example in Action: Think of Patagonia’s environmental mission. Employees are not just selling outdoor gear; they’re helping reduce waste and protect nature. That clarity fuels ownership.
TWO
Equip Employees to Make Decisions
Ownership isn’t about doing more—it’s about feeling empowered to make a difference. When employees lack the authority or confidence to act, they can’t think like owners.
Clarify Decision Boundaries: Clearly define what employees can decide independently and when they need input. This reduces hesitation and builds confidence.
Provide the Right Tools: Equip employees with training, resources, and frameworks like The Five Filters to evaluate their decisions. When they have a structured way to approach challenges, they’ll act with greater purpose.
Action Step: Pick one thing or area where employees could have more authority in their jobs.
THREE
Create a Culture of Contribution
Ownership thrives in environments where contributions are valued and recognized. When employees see that their opinions and efforts matter, they’re more likely to step up.
Encourage Idea-Sharing: Create spaces for employees to offer suggestions, whether through regular brainstorming sessions or anonymous feedback tools. Act on their ideas when possible and highlight their contributions publicly.
Celebrate Wins: Recognize not just big achievements but also the small, day-to-day efforts that drive progress. A simple thank-you or acknowledgment in a team meeting can make a huge difference.
Quick Tip: Ask employees to reflect on how their work impacts the larger team or the customer. This shifts focus from task completion to meaningful contribution.
FOUR
Model Ownership from the Top
Employees mirror what they see. If leaders approach their roles with accountability and passion, employees are more likely to follow suit.
Be Transparent: Share the challenges and decisions you face as a leader. Let employees see how you weigh trade-offs and align your actions with the mission.
Ask for Feedback: Ownership is a two-way street. By seeking input from your team, you demonstrate that their opinions matter and foster a sense of shared responsibility.
Pro Tip: Leaders who share their thought processes behind decisions are not just informing employees—they’re teaching them how to think critically and act with intention.
FIVE
Foster a Sense of Ownership Through Experience
People don’t just hear their way to ownership; they experience it. Create opportunities for employees to see the direct impact of their work.
Share Customer Stories: Connect employees with the end-users of your product or service. When they see the real-world impact of their efforts, their sense of purpose grows.
Encourage Cross-Functional Involvement: Allow employees to participate in projects outside their immediate role. Exposure to broader business operations helps them see the bigger picture and their role within it.
CONCLUSION
Ownership Is Built, Not Assigned
Expecting employees to think like owners without inspiration or support is like planting seeds in dry soil—they won’t grow. Ownership requires nurturing. It starts with connecting employees to the mission, empowering them with tools and authority, and recognizing their contributions. When leaders model and cultivate this mindset, teams don’t just work harder—they work smarter, with purpose and passion.
Remember, employees are capable of extraordinary things when given the right environment. It’s not about telling them to act like owners. It’s about showing them how and helping them believe they can.
Go further: Find out if your employees are acting like owners with Westmir’s FREE assessment.