My staff comes to me with every work-related problem they encounter instead of handling at least some of them themselves. How do I get them to solve problems on their own?

Workers are often reluctant to solve problems if they don’t feel empowered to do so, or if they fear a negative reaction to any solution they attempt. The key, then, is to empower your people to act on their own. That sounds easy, but there’s more to it than just telling them to start solving problems.

The next time staffers drop a complication in your lap, ask them how they would handle it if given the chance. Then, direct them to deal with it using their own ideas, while arranging for an update afterward.

When they report back, thank them for taking the initiative, and offer a few words of acclaim for their efforts. If that feedback must include any criticism, couch it in the form of suggestions for how to make handling such a difficult problem a little easier the next time. When the opportunity presents itself, praise those problem solvers in public forums, such as all-staff meetings.

Your staff won’t become autonomous overnight. Fear of failure or punishment can be paralyzing, so you might need to repeat this process several times before you see progress. In time it will take hold, and help reinforce the feeling among your staff that solving problems on their own isn’t hazardous to their professional health.