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- Understanding their job description.
- Say out loud "I do trust you".
- Always provide support when needed.
- Ask for their opinion/ideas/
- Lead by example

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- Manager also makes mistakes and is human
- Listening actively what the team members needs & communicate openly. Provide opportunities for honest discussion.
- Act on feedback!
- Don't hide your true feelings and issues - your poker face isn't that good! Admit if there are things going on that are preoccupying you and will effect the team, even if you cannot share the details. ->Share as much as you can to avoid secrecy

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- Give ownership on specific tasks (after learning processes).
- Gradual process, one step at a time.
- Provide clear goals to reach ownership.
- Provide support along the way, with feedback, assistance, and room for failing safely.
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-Clear responsibilities & role
- Transparency
- Delegate bravely and give tasks for your team members even if you could do it yourself - trust them to do it
- Ask opinionn

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Give responsibility and challenge them enough. Set expectations.

Give creative freedom to choose how they approach their work.

Give a say who they want to work with and what they work on.

Be there to support and available, but stay out of the way. Have open communication.

Recognize and find their strengths.

Reward them.

Show, behave and state the trust you have on your team members.

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- Setting clear expectations.
- Giving a problem, not a solution.
- Build an safe environment where. people are able to try new things and are able to succeed.
- Establish a problem-solving framework.
- Constructive feedback.
- Sharing the bigger picture - giving purpose, the "Why".
- Driving autonomy, opposite to micromanagement.

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Encourage or allow talking about stuff
Balance.
Celebrate work (both success and failure), in a genuine way
Put effort into communicating between place

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Encourage talking about failures
Reinforce the importance of effortful comunication
Regularly clarify what is and what isn't within a person's control, and if not, why not (e.g. you really don't want Jira Admin powers because the ui is awful)

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- Do not be a blocker for any ideas team member has, give possibility to fail
- Let them take initiatives, guide and mentor team members, but do not define how to achieve goals
- Delegate and share responsibilities

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- Being genuine and open.
- Acknowledging your own failures and shorcomings.
- Being there to support the team member.
- Transparency in communication.
- Creating a safe environment where failing is acceptable.
- Show interest towards other person.
- Recognizing people for their hard work.

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Build a good communication channel with your team members.

Listen the feedback and problems, and most importantly act on it and follow-up with them.

Encourage them to give feedback and do not judge paste on it.

Recognize their effort.

Don't do things that would lose the trust for example not following through on things promised.

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how to empower

Giving clear ownership of the area of expertise.

Be sure that all the expectation and needs are clear.

Provide support.

Confirm that person with comfortable with the responsibilities that come with the level of responsibilities.

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how to empower

Giving clear ownership of the area of expertise.

Be sure that all the expectation and needs are clear.

Provide support.

Confirm that person with comfortable with the responsibilities that come with the level of responsibilities.