Employeeship – Developing a Culture of Ownership & Responsibility

Employeeship – Developing a Culture of Ownership & Responsibility

Keywords – Employeeship

The Swedes keep striking.

High taxes but visible rewards, comfort-driven life, free education, and a relaxed attitude towards swearing (my favourite part); we can learn a lot from Sweden from a business management perspective. 

In addition to all this, the Swedish have also given us the notion of employeeship – developing a culture of ownership and responsibility at the workplace. 


What comes to your mind when organisational leadership is discussed?

Hopefully, you do not lean too much towards hierarchies and traditional divides within organisations because such notions are on a decline.

And, therefore, managers and employees need to be able to take responsibility for their own roles. 

In short, now, managers facilitate and employees perform. In other words, we are moving away from too much meddling in each other’s work and micromanagement.

But, such an attitude of responsibility needs to be instilled. And, in order for the said instillation to happen, the starting point is transparency.

Creating Employeeship through Transparency

There are quite a few benefits of transparency at the workplace. 

To begin, transparency eliminates the need to have strict and often costly mechanisms to control information flow within organisations. (I see that as a huge win). 

In other words, in a transparent workplace, employees share the same reality. This means that when there is a need to change for instance, the need for change is visible, rather than enforced. 

In short, transparency creates an informed, empowered, and thinking culture. But, the said thinking culture takes a more postmodern, human-centric angle than we generally expect.

The Transparency in Employeeship

What kind of people react well to responsibility and ownership at work?

It cannot be that we expect everyone to be responsible and take ownership. Such traits are only present in certain kinds of people. (Whether you hire such people or develop them is another topic).

Therefore, transparency within employeeship is not ordinary transparency. It goes a level higher to match the kind of people taking on employeeship.

Such transparency takes the shape of having conversations at the workplace that are generally not expected. (Whether such discussions are taken for granted or simply do not exist in our work culture is a different discussion altogether).

The said discussions with employeeship surround employment hard points. The meaning of loyalty, openness, and work. Not just at a superficial level, but at a level of trying to create a better understanding.

Even further, employeeship questions working relationships, accountability, the freedom to take the initiative, and so on. 

In short, employeeship is a more mature state of being an employee. And, showcasing such an image for an organisation can do wonders for your employer branding

To learn more, get in touch with us today.

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