One of the most common complaints from managers is:
“My employees are not proactive enough.”
But before blaming employees, ask a different question:
“Are we unintentionally creating dependency?”
When employees face a problem, the manager immediately provides the solution.
When a difficult decision appears, the manager decides.
When an employee makes a mistake, the manager fixes it.
Over time, employees may develop a simple habit:
Problem → Ask the boss.
Gallup estimates that managers account for around 70% of the variance in employee engagement across business units.
This shows how strongly management behavior can influence the way people work.
How can managers build more ownership?
Instead of:
“I’ll handle it.”
Ask:
“If you were responsible for this, what would you do?”
Instead of:
“Do it this way.”
Ask:
“What options are you considering?”
Instead of simply correcting a mistake:
“Next time, do it this way.”
Ask:
“What did you learn from this situation?”
This is Coaching Leadership.
The goal is not for managers to solve more problems.
The goal is to help employees solve more problems themselves.
Empowerment is not about giving people more work. It is about building the capability to take ownership.
LET Perspective
A good manager creates results through the team.
An exceptional leader creates people who can create results without depending on the leader.
Source: Gallup, The Manager’s Role in Employee Engagement.
