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Employee Empowerment: How to Empower Employees
Employee empowerment is a strategy and philosophy that enables employees to make decisions about their jobs. Employee empowerment helps employees own their work and take responsibility for their results. Employee empowerment helps employees serve customers at the level of the organization where the customer interface exists.
. Demonstrate You Value People
Your regard for people shines through in all of your actions and words. Your facial expression, your body language, and your words express what you are thinking about the people who report to you. Your goal is to demonstrate your appreciation for each person's unique value. No matter how an employee is performing on their current task, your value for the employee as a human being should never falter and always be visible.
More about communication and value:
• Listen With Your Eyes: Tips for Understanding Nonverbal Communication
• Interpersonal Communication Dynamics
• You Can Make Their Day: Ten Tips for the Leader
Sponsored Links
EmpowermentCase Studies & Research Show How To IT Strategy With Business Goals.IBM - India
Human Resources JobsLooking for a Job or a Job Change? Apply to 200000+ Jobs Instantly!Naukri.com
Empowerment SeminarsChange Your Life in One Weekend. The Ultimate Empowerment Seminar!Firewalking.com
2. Share Leadership Vision
Help people feel that they are part of something bigger than themselves and their individual job. Do this by making sure they know and have access to the organization's overall mission, vision, and strategic plans.
More about vision:
• Build a Strategic Framework: Mission Statement, Vision, Values ...
• Leadership Vision
3. Share Goals and Direction
Share the most important goals and direction for your group. Where possible, either make progress on goals measurable and observable, or ascertain that you have shared your picture of a positive outcome with the people responsible for accomplishing the results.
More about goals and direction:
• Beyond Traditional Smart Goals
• The Darker Side of Goal Setting: Why Goal Setting Fails ...
4. Trust People
Trust the intentions of people to do the right thing, make the right decision, and make choices that, while maybe not exactly what you would decide, still work.
More about trust:
• Trust Rules: The Most Important Secret About Trust
• Inspirational Quotes: Trust and Trustworthiness
5. Provide Information for Decision Making
Make certain that you have given people, or made sure that they have access to, all of the information they need to make thoughtful decisions.
More about decision making:
• Preventing Predictable Decision Making Errors
• How to Involve Employees in Decision Making
6. Delegate Authority and Impact Opportunities, Not Just More Work
Don't just delegate the drudge work; delegate some of the fun stuff, too. You know, delegate the important meetings, the committee memberships that influence product development and decision making, and the projects that people and customers notice. The employee will grow and develop new skills. Your plate will be less full so you can concentrate on contribution. Your reporting staff will gratefully shine - and so will you.
More about delegation:
• How and When to Empower People
• Tips for Effective Delegation
• Why Employees Don't Do What You Want Them to Do
• Play Well With Others: Develop Effective Work Relationships
7. Provide Frequent Feedback
Provide frequent feedback so that people know how they are doing. Sometimes, the purpose of feedback is reward and recognition. People deserve your constructive feedback, too, so they can continue to develop their knowledge and skills.
More about feedback:
• How To Provide Feedback That Has an Impact
• Performance Management: You Get What You Request and Reward
• Coaching for Improved Performance
8. Solve Problems: Don't Pinpoint Problem People
When a problem occurs, ask what is wrong with the work system that caused the people to fail, not what is wrong with the people. Worst case response to problems? Seek to identify and punish the guilty. (Thank you, Dr. Deming.)
More about problem solving:
• Why Employees Don't Do What You Want Them to Do
• Fight for What's Right: Ten Tips to Encourage Meaningful Conflict
9. Listen to Learn and Ask Questions to Provide Guidance
Provide a space in which people will communicate by listening to them and asking them questions. Guide by asking questions, not by telling grown up people what to do. People generally know the right answers if they have the opportunity to produce them. When an employee brings you a problem to solve, ask, "what do you think you should do to solve this problem?" Or, ask, "what action steps do you recommend?" Employees can demonstrate what they know and grow in the process.
More about listening and asking questions:
• Communication Success Tips: Listen to Understand
• Communication Success Tips: Listen With Full Attention
10. Help Employees Feel Rewarded and Recognized for Empowered Behavior
When employees feel under-compensated, under-titled for the responsibilities they take on, under-noticed, under-praised, and under-appreciated, don’t expect results from employee empowerment. The basic needs of employees must feel met for employees to give you their discretionary energy, that extra effort that people voluntarily invest in work.
Employee empowerment is a strategy and philosophy that enables employees to make decisions about their jobs. Employee empowerment helps employees own their work and take responsibility for their results. Employee empowerment helps employees serve customers at the level of the organization where the customer interface exists.
. Demonstrate You Value People
Your regard for people shines through in all of your actions and words. Your facial expression, your body language, and your words express what you are thinking about the people who report to you. Your goal is to demonstrate your appreciation for each person's unique value. No matter how an employee is performing on their current task, your value for the employee as a human being should never falter and always be visible.
More about communication and value:
• Listen With Your Eyes: Tips for Understanding Nonverbal Communication
• Interpersonal Communication Dynamics
• You Can Make Their Day: Ten Tips for the Leader
Sponsored Links
EmpowermentCase Studies & Research Show How To IT Strategy With Business Goals.IBM - India
Human Resources JobsLooking for a Job or a Job Change? Apply to 200000+ Jobs Instantly!Naukri.com
Empowerment SeminarsChange Your Life in One Weekend. The Ultimate Empowerment Seminar!Firewalking.com
2. Share Leadership Vision
Help people feel that they are part of something bigger than themselves and their individual job. Do this by making sure they know and have access to the organization's overall mission, vision, and strategic plans.
More about vision:
• Build a Strategic Framework: Mission Statement, Vision, Values ...
• Leadership Vision
3. Share Goals and Direction
Share the most important goals and direction for your group. Where possible, either make progress on goals measurable and observable, or ascertain that you have shared your picture of a positive outcome with the people responsible for accomplishing the results.
More about goals and direction:
• Beyond Traditional Smart Goals
• The Darker Side of Goal Setting: Why Goal Setting Fails ...
4. Trust People
Trust the intentions of people to do the right thing, make the right decision, and make choices that, while maybe not exactly what you would decide, still work.
More about trust:
• Trust Rules: The Most Important Secret About Trust
• Inspirational Quotes: Trust and Trustworthiness
5. Provide Information for Decision Making
Make certain that you have given people, or made sure that they have access to, all of the information they need to make thoughtful decisions.
More about decision making:
• Preventing Predictable Decision Making Errors
• How to Involve Employees in Decision Making
6. Delegate Authority and Impact Opportunities, Not Just More Work
Don't just delegate the drudge work; delegate some of the fun stuff, too. You know, delegate the important meetings, the committee memberships that influence product development and decision making, and the projects that people and customers notice. The employee will grow and develop new skills. Your plate will be less full so you can concentrate on contribution. Your reporting staff will gratefully shine - and so will you.
More about delegation:
• How and When to Empower People
• Tips for Effective Delegation
• Why Employees Don't Do What You Want Them to Do
• Play Well With Others: Develop Effective Work Relationships
7. Provide Frequent Feedback
Provide frequent feedback so that people know how they are doing. Sometimes, the purpose of feedback is reward and recognition. People deserve your constructive feedback, too, so they can continue to develop their knowledge and skills.
More about feedback:
• How To Provide Feedback That Has an Impact
• Performance Management: You Get What You Request and Reward
• Coaching for Improved Performance
8. Solve Problems: Don't Pinpoint Problem People
When a problem occurs, ask what is wrong with the work system that caused the people to fail, not what is wrong with the people. Worst case response to problems? Seek to identify and punish the guilty. (Thank you, Dr. Deming.)
More about problem solving:
• Why Employees Don't Do What You Want Them to Do
• Fight for What's Right: Ten Tips to Encourage Meaningful Conflict
9. Listen to Learn and Ask Questions to Provide Guidance
Provide a space in which people will communicate by listening to them and asking them questions. Guide by asking questions, not by telling grown up people what to do. People generally know the right answers if they have the opportunity to produce them. When an employee brings you a problem to solve, ask, "what do you think you should do to solve this problem?" Or, ask, "what action steps do you recommend?" Employees can demonstrate what they know and grow in the process.
More about listening and asking questions:
• Communication Success Tips: Listen to Understand
• Communication Success Tips: Listen With Full Attention
10. Help Employees Feel Rewarded and Recognized for Empowered Behavior
When employees feel under-compensated, under-titled for the responsibilities they take on, under-noticed, under-praised, and under-appreciated, don’t expect results from employee empowerment. The basic needs of employees must feel met for employees to give you their discretionary energy, that extra effort that people voluntarily invest in work.