As a business owner or a leader within an organization, sometimes it can be tempting to do everything yourself. There are many reasons (or excuses rather) for why. Perhaps one of the most common reasons is the belief that you must do everything; that this is your role – The “Every Hat Wearer.” Unfortunately, the problem with this is that doing everything on your own is just not sustainable. We are humans, and that means we have limitations. And that’s okay! That is not a negative. The negative comes when we don’t lean on and empower those around us – particularly your staff. We all have different skills, talents, backgrounds, experiences, and education. Our brains think differently. Some have a vision, and others can plan and turn that vision into reality. The reality is that we need others. You need others.

Workers are willing to leave their employer because of the lack of purpose. People need meaningful work. When you structure your org, you create jobs with specific roles, each with a different role. Each has a purpose; when you empower others to perform their function with freedom and responsibility, they will step into their purpose. And they will work, they will drive, execute, deliver, and they will accomplish, and you will accomplish great things. And they will be fulfilled and less likely to leave your organization in search of purpose.

So, what is empowerment exactly? Merriam-Webster dictionary defines empowerment as 1) the act or action of empowering someone or something; the granting of the power, right, or authority to perform various acts or duties; 2) the state of being empowered to do something; the power, right, or authority to do something (2022. Merriam-Webster.com). Essentially, it means someone with power gives it away for the sole purpose of accomplishing something. At the center of empowerment is giving people accountable freedom to achieve goals and objectives without being micromanaged.

This accountable freedom requires trust. Trust that you’ve hired the right talent. Trust that they have the knowledge, skills, and abilities that led you to hire them. It also calls for accountability. Let’s not go to the other extreme here. Empowering does not mean disengaging. Instead, you set expectations and then let them deliver.

Now, let’s get to the elephant in the room here. Giving up control can be challenging. Let’s face it. It can be downright scary. Fellow control freak here - nice to meet you! Maybe you’re worried it will damage your position, or a common reason is you don’t trust that others can do it, or the most common (excuse) - you think it will be faster to do it yourself. Whatever the reason, not empowering your people is a mistake that will cost you considerably in many ways, including turnover.

So, be courageous and admit to yourself that you need help. Replace the belief that you must do everything with the understanding that diverse minds can accomplish extraordinary things, more remarkable than anyone can do on their own. Take the next step and empower your staff like a boss!