Working in such conditions damages your motivation, productivity and engagement. Behavioural statistician Joseph Folkman studied data from more than 7, employees to reveal that dis-empowered workers were ranked at only 24 per cent engagement, whereas their empowered colleagues displayed engagement levels of 79 per cent.
Luckily, any company with the correct attitude and technology can empower its employees. When someone is empowered, they have the authority and power to accomplish something, giving them the confidence to succeed. Employee empowerment refers to the manner in which companies provide their employees with anything and everything they need to be successful.
This involves far more than simple resource allocation. However, companies that are interested in empowering employees should act on the following:. We like to figure things out and determine the way things are done -- especially when we are the ones doing the work. When you give people the opportunity to express their opinions and provide input about the work process, you create buy-in and ownership of the work.
When people feel ownership of their work, they are more likely to own the problems that occur and take on the daily task of finding solutions much more enthusiastically. In order for people to provide meaningful input into the design of the work process however, they must first clearly understand the desired outcome and the parameters within which they must work to achieve it.
Once this is understood, people must then be given latitude to determine how they are going to achieve it. Recognizing this natural drive to be an integral part of the solution is a critical first step to motivating people to do their best.
Effective managers take time to get to know their people. This area can be a pitfall for entrepreneurs, who have the tendency to focus on the task and not the person. When you make people feel like you care more about the work than you do about them, you make them feel insignificant.
Conversely, when an employee feels that his or her manager is as concerned about their well being on the job as they are about the job itself, they are more likely to feel the sense of trust that is critical among high performing teams and organizations.
In addition to creating this vital sense of trust, taking the time to get to know your people will provide invaluable insight into what motivates them. Different people are motivated by different things.
While one person might be stoked to be designated as project manager, another might feel more achievement if they get to actually produce the desired product once it's determined how it will be done. This comparison illustrates how different people require varying degrees of structure in order to be happy within their jobs.
One way to asses each individual's need for structure is to ask them to bring in questions about their jobs. Someone who has lots of questions needs more structure; the person who has few questions needs less structure. You must also recognize this human drive to problem solve in yourself if you are to make the critical transition from problem-solver to coach that every effective manager must make.
As a manager, your job is to mentor, coach and develop people so they are adequately prepared and supported to do the work on their own. Empowerment creates efficiency, motivates employees, and equips them to deliver fast and responsive service that promotes a highly satisfying customer experience.
Surveys of employees in the U. According to The Huffington Post , Hogan reported that seventy-five percent of adult employees pointed to their immediate boss as the worse and most stressful part of their jobs. These findings highlight the importance of creating supportive and empowering environments that can retain top talent, keep employees healthy, and promote organizational success.
Empowerment flows from the top down, and strong leadership is paramount to creating a culture of empowerment. When managers and supervisors collectively create a supportive and empowering work environment, employees feel freedom and control over their daily work. Leaders who manage with high command and control styles disempower employees and cause high degrees of interpersonal conflict. Conversely, leaders who effectively empower employees create an environment of support and reduce levels of interpersonal conflict.
Given the vital role leaders play, it behooves organizations to build their capacity to empower their teams. Managers and supervisors must be skilled at striking a delicate balance between empowerment and accountability.
While empowerment allows employees to make decisions at their level, accountability provides them with the necessary guidance and framework to support organizational goals. She gains experience in making tough decisions that prove to her she can handle any situation. This new confidence might compel her to work harder and at a higher level than before, when she did not have much authority. The more empowered the worker becomes, the more enabled she feels, which, in turn, allows her to explore ways to increase efficiency in her job.
Empowerment can give a sense of contentment to an employee. Knowing that management believes a worker can direct himself allows that person to relax. When you do not micromanage the staff member, his sense of peace in the workplace increases and that makes the job more enjoyable for him.
According to Entrepreneur, an employee who has a supervisor constantly monitoring him will not take responsibility for his own work.
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