Empowerment leads to development
“Empowerment is based on the idea that giving employees skills, resources, authority, opportunity, motivation, as well holding them responsible and accountable for outcomes of their actions, will contribute to their competence and satisfaction.”–Association for Talent Development (ATD)
So How Do You Move Empowerment from Theory to Reality?
Share information
Talk to your staff daily. Let them know what is going on at the highest levels. Share the vision and their role in helping your company reach that vision. “Acknowledge the challenges you are facing and let them know the plan to overcome those challenges. LISTEN to your staff; let the information sharing flow both ways. Understand what is going on within the workplace from their perspective.” – ATD
Provide effective role training
A well-trained team stands out and demonstrates quality. Its critical for leaders to consider generational impact, for example millennial are more ambitious than any other generation of workers, they have high aspirations toward their current employment and future. In addition, they have significant exposure to internet, social media advancements and expect everything to be at their fingertips. “Organizations need a career architecture that is fluid, adaptive, and agile as organization structures are evolving rapidly. Gone are the Henry Ford Industrial Revolution days of everyone having a rigid job title and defined deliverables that did not allow or require any kind of fluidity, flexibility, or creativity.” – ADT
Offer career development opportunities
Some individuals already know what they want to do while others are still figuring things out. Formal career development programs (e.g., internship, succession planning, role progression) allow staff to identify their talents and grow them. Today’s workforce is characterized by making multiple contributions to the organization via scrums, agile projects that are matched to the unique talent-sets that an individual brings. With career pathing, a concept of highlighting a staff talents and aspirations to map further learning and employment opportunities, organizations’ needs can more appropriately be matched with workers’ desires. It is also beneficial to offer pathways to external development resources, especially if your organization internal resources have curriculum gaps.
Mentoring
The top benefits to organizations with formal mentoring programs are higher employee engagement and retention. Mentoring allows experienced staff to guide others through their career development journey and serve as an ongoing resource.
Allow autonomy
It’s proven micromanaged staff is not effective and results in passive aggressive behavior, feeling of incompetence, stress, and overall unhealthy working environment. Leaders can ease performance concerns by delivering effective training, efficient workflows, clear policies, and procedures.
Hold staff accountable
Providing clear expectations to staff regarding roles and responsibilities allows them to take ownership. Leaders will benefit from use of Responsible, Accountable, Consult, Inform (RACI) matrix, scorecards, and performance reports.
Give praise and recognition often
Recognition makes anyone feel valued, appreciated, and good. It’s important for leaders to understand various types of recognition that appeals to their staff, for example, bonuses, raises, time off, promotions, newsletter announcements, gifts, certificates, and charity donations. Leaders who think compensation is the most preferred recognition is a big mistake and untrue.
Remember When Staff Feels Good, They will Produce More!
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