How You Can Make Your Employees Feel Empowered
Empowering employees is one of the most motivating things you can do. Empowering employees means giving your team members permission to take action and make decisions within your organization. It also implies trust and understanding and allows your employees to feel more part of the process and a bigger contributor to the results.
Empowering employees is important for growing a sustainable business. While many companies may grow ground-up from one or two entrepreneurs’ time and dedication, true growth is the product of multiple people working together. “Multiplying” yourself (as opposed to a strict leader-follower mindset) multiplies your organization’s strength and capabilities.
Motivating and empowering employees is vital for leaders of all levels. Research shows employee empowerment leads to higher job satisfaction, improved work performance, and greater organizational commitment.
Whether you’re a seasoned or aspiring leader, understanding how you can enable your colleagues to reach their full potential has several benefits. Here are some ways to empower your employees and cultivate a winning team.
What is employee empowerment?
Employee empowerment is a management philosophy emphasizing the importance of giving employees the autonomy, resources, and support they need to act independently and be held accountable for their decisions.
Employee empowerment can significantly impact employee satisfaction, productivity, and engagement. The hallmark of this approach is a willingness among leaders and managers to share power with their teams to achieve better results for the company, employees, and customers or clients.
Knowing how to motivate and empower employees
The benefits of employee empowerment
Empowering employees may boost morale, increase productivity, foster innovation, and increase retention, positively impacting the company’s bottom line.
According to research, employee motivation has been directly connected to increasing employee autonomy. More control over the time, place, and manner workers do their duties has increased productivity. On the other hand, employees will put their best foot forward if they get the opportunity to show off their talents.
Greater trust in leadership
According to a meta-analysis published in Harvard Business Review, leaders who empower their staff are more trusted by their subordinates than leaders who do not empower their employees. To be clear, this does not mean that empowering staff means handing over tasks that managers don’t like. Empowered leaders act as coaches, encouraging and supporting their employees as they strive for excellence.
In the same Harvard meta-analysis, leaders perceived as empowering had direct reports and were more likely to be rated by their colleagues as highly creative. Unsurprisingly, subordinates who allowed their employees to think for themselves and collaborate across teams generated more novel ideas.
Additionally, direct reports who felt empowered were more likely to volunteer for extra assignments and support their organizations outside their day-to-day job function. Psychologists suspected that empowered individuals were more committed to meaningful goals and used their creativity to achieve them.
A stronger bottom line
Companies that promote employee empowerment perform better than those that don’t. Businesses with highly motivated workers are 21 percent more profitable. Conversely, disengaged employees in the U.S. cost businesses a staggering $450 to $550 billion yearly.
4 steps for empowering employees in the workplace
Empowering people has many advantages, but establishing it as part of a company’s culture requires substantial effort. Follow these four steps to begin establishing best practices throughout your business.
1.) Feedback reveals how to empower your workforce effectively.
When a company’s empowerment plan is implemented, individual personnel and the company’s culture must be considered. Spend time figuring out which forms of employee empowerment are most effective for your group. And empower employees to provide feedback to managers and senior leadership from the start of their time with the company, so they get into the habit, and any early issues can be identified and addressed. It’s important to use the correct engagement solution to facilitate open, honest interactions between workers and executives, in order to empower everyone and build trust.
2.) Recognize to empower
More than twice as many employees are engaged in companies with a high rate of employee recognition, according to Brandon Hall Group’s Culture of Recognition Pulse Survey. Workplaces with high employee recognition are 79% more likely to have a high brand rating. Platforms for employee recognition have been demonstrated to boost NPS ratings and raise stock values, in addition to enhancing individual performance.
3.) Provide opportunities for professional growth — and the necessary support
40% of workers who get subpar training quit their jobs within five years, according to HR experts.
HR must also ensure its employees have a clear route to promotion within the organization. Employees who are serious about advancing their careers should have access to a variety of resources, including coaching, mentorship, and training, to help them get there. If you’re looking to enhance morale and give your staff a sense of direction, try forming mentor connections with more senior employees. The seasoned boss and the newly hired employee may benefit from the other’s knowledge and expertise. Employees will not benefit much from the partnership if psychological safety is neglected.
4.) Make empowerment part of your organization’s culture and vision
A culture of empowerment can only be fostered by leaders who see their job as a support system for their staff. Think of methods for current employees to mentor new hires or set up mentorship circles. Everyone on your team, from HR to managers to upper-level executives, has to feel empowered if you want your business to succeed. An excellent starting point is to listen to and recognize workers, but this must be done regularly if it is to have an impact on the whole business.
A culture of continuity is created when people are empowered to face any challenges that may come their way, even a worldwide epidemic.