We are always stressing the importance of effective communication. I think I’ve written miles of sentences espousing the virtues and importance of communication in organizations between leaders and teams. I’m convinced that breakdowns in communication are the main culprit in all organization dysfunction, and yet…sometimes employees are too dependent on feedback from leaders. We might be talking too much and accomplishing too little. Leaders, it’s so important to invest in developing employee autonomy, and to incorporate strategy that requires employee self-efficacy. Make sure that you have provided comprehensive role requirements, and clear distinction of jurisdiction about who is supposed to have answers to what questions. Employees will increase in confidence when they are expected to problem solve independently. Set aside a specific time each day to answer employee questions and limit your availability outside of it. If you are continuously investing in employee development, employee capacity and capability will increase. Check in regularly to gauge employee growth. Foster a culture that encourages employees to fail forward. Failures are learning opportunities. Employees who are risk adverse usually are the same employees who suffer from lack of engagement. They are not irresponsible, but simply functioning like robots moving through a series of repeatable actions. Leaders, limit your talk time with employees, but equip them to not require so much of your attention.