A few months ago, the top management team of a company in the interior furnishing sector held a meeting at our consulting firm. As part of the initial ‘Discovery Phase’ of our consulting process, we conduct one-on-one discussions with key personnel of the company. Following this, we arrange joint meetings with the team.
During this meeting, we were gathering insights from the employees about the company’s operations, challenges, and potential improvements. Toward the end of the discussion, the owner of the company said, “Now, I have something to say,” and began speaking. He dismissed almost every suggestion and feedback received until then, blaming the employees for not implementing changes and holding them responsible for the inefficiencies in execution. He insisted that he had made no mistakes and challenged anyone to point out otherwise. This turned the meeting—until then, a productive discussion—into a tense and unproductive exchange.
Often, in businesses like these, there is a clear divide between the owners and employees. From an outsider’s perspective, it may seem like two opposing teams. Every review meeting turns into a blame game, where discussions about implementing changes revolve around the idea that inefficiency and lack of responsibility from employees are the main obstacles to progress.
In such environments, employee morale begins to erode. Instead of taking genuine ownership of their roles, most employees start seeing their jobs as mere obligations—tasks to be completed with minimal effort, just to meet expectations.
On the other hand, in a company where employees believe that its growth and challenges are also their own, you will see a different level of dedication. When people feel a sense of belonging and work together toward a common goal, success naturally follows.
Rather than functioning as a ruler of an empire, a business owner should see themselves as an integral part of a united team working toward a shared vision. Embracing this mindset makes the entrepreneurial journey more rewarding and fulfilling.
A company grows and improves when every employee starts seeing it as their own. This mindset, known as a sense of ownership, is key to its success. Let’s explore how to cultivate this attitude among employees.
Foster a sense of shared mission
Every interaction within the organisation should reinforce the idea that both the owner and employees are working together toward a common business goal. It is essential to make employees feel they are part of something bigger than just their individual roles.
Prioritise company vision over personal ego
Owners must always remember and demonstrate that the company and its long-term vision are more significant than any individual within it. This should reflect in their behavior, decision-making, and communication with employees.
Follow ethical and transparent business practices
Business owners must lead by example when it comes to integrity. For instance, ensuring proper invoicing for company expenses and following compliance norms will set a standard for employees.
Include employees in long-term goal setting
Employees should not be left out when making key strategic decisions. Even if they are not directly involved in decision-making, it is crucial to communicate the reasoning behind major changes and how they benefit the company.
Make employees stakeholders in success
Implementing programs like Employee Stock Ownership Plans (ESOPs) can create a strong sense of belonging among employees. When employees have a stake in the company, they are naturally more motivated to contribute to its growth.
(This article is from the Dhanam Magazine Feb 15, 2025 issue)