First and foremost let’s define what it means to empower. Empower
simply means to relinquish power or authority to someone. Technically,
you will not completely give up your power, but will share it with your
team members. But keep in mind though- that delegating duties to your
employees alone does not necessarily mean that you are empowering them. As
a manager, you will need to communicate the company vision to your
employees and make certain that they understand the vision as well.
Employees need to know how their particular job is a vital component to
the company. Once they learn how their job relates directly to the
shared vision they will more than likely be inspired to help the company
achieve its goals and objectives. Overall, empowering your workers will
enhance job productivity, job satisfaction, and employee morale. Employee
empowerment gives individuals the opportunity to make important
decisions about their own jobs as they take on increased job
responsibility and accountability.
However, just
make sure that employees you choose to empower have the proven ability
to produce high-quality work results and are able to manage added
responsibility. For not all employees are equipped for
empowerment or have the desire to make critical decisions about their
job because they don’t want to be held accountable for deficient
outcomes. If you attempt to empower individuals who lack adequate skill they will eventually become agitated with the strategy. Everyone
cannot handle power but instead will feel pressured if given too much
responsibility. Let’s face it; everyone cannot work well under pressure. But
for those employees who can handle authority and additional
responsibility, here are 8 great ways you can empower them while
simultaneously maintaining your power.
Implement the vision
1. You should stay committed to the company vision. Remember that the vision is your goal. Make
sure that your staff understands the vision and how they bear
responsibility in attaining the goal. Be an excellent role model to your
staff by supporting the vision.
Demonstrate confidence in your employees
2. Micro managers need not apply! Once you have selected qualified employee(s) don’t underestimate his/her ability to carry out the vision. In
doing so- you could discourage him/her and even hinder them from
reaching desired goals. Give them clear instruction on what you expect
of them- then you should allow them space to perform. Your
employees will feel that you don’t trust them if you deem it necessary
to micro manage and limit their control in making competent decisions
about their jobs. If your employees have demonstrated the ability to handle key responsibility you should trust them to manage their own work.
Communicate clear expectations
3. You should communicate clear and concise
directives as to what you expect your workers to achieve. Make sure that
your staff thoroughly understands your instructions for completing
special projects or other job assignments. You will impede progress if
you fail to communicate clear instructions to your staff. Be sure to
alert your staff of any changes to the original agenda and inform them
of any problems they might encounter also. Encourage your staff to take notes to refer back to, as needed. You should also allow ample time for questions from your staff.
Delegate authority
4. Some managers may find it difficult to release
key roles and responsibilities to their employees because they are
basically insecure. But unless you entrust your workers
with the necessary resources to effectively perform their work and if
you neglect to promote autonomy you have failed to empower them.
Therefore you must give them the necessary tools and power to perform
independently.
Engage your employees
5. Employee engagement results in- increased performance. You should be open to new ideas and suggestions from your staff. Use
the best ideas and suggestions and give praise and recognition to those
employees that offered them. Encourage your employees to take the
initiative to create solutions to problems that will inevitably arise in
the daily operation of the business.
Offer Support
6. You should be accessible and offer support to
your workers should they need help. You should first demonstrate to your
employees how you want them to complete a project then observe as they
execute it. This way, employees will gain valuable knowledge and skills
needed to effectively carry out the job assignment. Not to worry, your employees will no doubt invest all acquired knowledge back into the company.
Hold your employees accountable
7. You should set realistic dates for which to
complete projects and assignments and hold your employees responsible to
complete such. Now that your employees are involved in
the decision making process they should be held accountable for poor
decisions and failed outcomes. If the anticipated goal is not met and/or
if work is not to your satisfaction, your team will need to learn from
their mistakes and foster effective solutions for how to avoid them in
the future.
Follow up
8. You should follow up with your employees to see if departmental goals are being met and offer suggestions if needed. Aforementioned,
empowerment doesn’t mean that you are totally giving up power and
responsibility, but instead you are sharing this strategy with your
staff. Your main objective is to create a decision-making environment
for your team members. So it’s okay to follow up without spying or
making them feel incompetent.
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