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Merrick, NY—How often have you told your employees to “take ownership of your job?”

But do they (and you) know what “taking ownership of their job” really means? More importantly, have you clearly communicated to them exactly what you do mean by it, and what you expect them to do with it? Do they assume that it simply means doing what they’re supposed to without being told?

This Smartblog on Leadership says in most companies, it’s a silent expectation. Managers typically don’t explain what they mean, don’t draw the big picture, and, most importantly, don’t clarify the work/rewards equation. This leaves employees feeling de-motivated, or even resentful, as though their additional hard work will make more money for the company but result in nothing additional for themselves.

Author Walter Sasiadek says job ownership is an attitude of achievement, excellence, and expertise. Employees want to work at a company where their hard work gets noticed and their extra efforts lead to tangible results.

Job ownership, like any other workplace culture, starts at the top, he says. As the owner or manager, your actions will convey whether or not the employees can trust you to produce real ROI for their efforts. If they can’t see how their extra efforts will lead to something better, they won’t buy what you’re selling. But if you do have a concrete plan with clear results/rewards goals, they will be far more likely to buy in.

Read the entire article here.