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Role of a Manager in Building an Empowering Environment

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Role of a Manager in Building an Empowering Environment

Employees are undoubtedly the backbone of any business. Unless they are happy and productive, the business cannot grow. There are varied factors that make employees satisfied and commit themselves to their job. They can be money, appreciation or, for that matter, a promotion. One such factor is ‘Empowerment’. Empowering your employees enables them to take decisions about their work without waiting for your instructions. It is about encouraging them to take full responsibility for their work, thus, improving their involvement in the overall success of your business.

However, empowerment does not mean giving absolute freedom to the employees to make decisions about their work. It means creating an atmosphere where employees have freedom to work on what they are capable of without managerial interference. In this, your role as a manager or a leader is critical. You should know your subordinates’ strengths and weaknesses, assign the tasks accordingly and provide continual support to improve their weaknesses.

Here are a few suggestions to create an atmosphere that helps your employees to take up more responsibilities and work enthusiastically:

Encourage Them to Take Initiatives: Empowered employees show enthusiasm and responsibility to take initiatives. If your employees hesitate to take initiatives, that means they do not feel empowered. They feel insecure to take decisions on their own because they are afraid of the consequences if their decisions go wrong. To avoid this, you should convey to your employees that you are okay with some mistakes. Besides, give power to the employees who demonstrate leadership.

Provide Them with Training: Plan training for your employees whenever you feel that they need to learn new skills to handle the new challenges. This will make them confident about the outcomes of their decisions and actions.

Involve Them in the Decision Making Process: Employees expect to be part of the system. They feel empowered when you involve them in the decision making process. In addition, ensure that information flows two-way. Take inputs from your employees and share liberally with them the information relating to their work.

Exhibit Confidence in Your Employees: Do not sound doubtful or less-confident about your employees’ decisions. Your employees can sense and step back on their decisions. They may not be willing to share their ideas with you in the future if they think you are not confident.

Do the Least Amount of Supervision: There are managers who feel that employees cannot perform well unless they are instructed at every stage. Thus, they resort to micromanagement. This will only make your employees indifferent to taking initiatives. So do not indulge in micromanagement. Instead, provide guidance whenever necessary and let your employee do the rest.

Thus, creating an environment in which employees can empower themselves to fulfill their responsibilities helps managers reap huge benefits. They can achieve more with minimal supervision.

Do share your thoughts on the same.

View Presentation On Keeping Employees Motivated and Engaged!

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  • Muhammad Saeed Anwer

    - Create a Friendly yet Professional Environment
    – Should be Proactive in his/her approach
    – Precise in his/her decision making
    – Engage your team in different activities / assignment / projects
    – Always back your team members

  • Jerry Wang

    It’s very important to do it gradually. Firstly, the managers shall classify the assignments and identify which can be empowered, Secondly teach their sub-ordintors the related knowledge and train them the skills, Thirdly lead / give hands to them during their initiate try. Then they’re confident to do it independently. Don’t do it in rush. Or it will go the reverse way.

  • Marion

    One thought, regular feedback that encourages thinking and learning – not the ‘I caught you out doing something wrong’ variety of feedback!

  • Lucille Force

    To create an empowering environment you first have to be operating within a culture of safety. Where team members can freely step up to the plate without fear of repercussion or retaliation. In essence, you have to give power to the people.
    If Senior leaders instill fear and humiliation with criticism and mockery, we will never succeed in empowering the masses. I look at it as constructive feedback, not reprimands or constructive criticism. Praise…praise…praise, when it has been earned. Always be sincere and genuine while at the same time being respectful and you can meet your goals.

  • Anthony Coldagelli

    Empowering employees starts with influencing their motivational states of mind. When an employee thinks he or she can they will.

    Understanding how employees think will help you understand how they behave. Everyone is unique because of unigue experiences that make them the way they are. These experiences form their mindtalk which then forms their reactions to situations. When you start to know what your employees are saying to themselves you can really influence their mindtalk and then their reactions.

  • A culture of engagement and empowerment is an a living and dynamic and constantly evolving process. It is the result of an ongoing ‘conversation’ between a manager and his/her managers, a manager and his/her staff. The purpose of this ‘conversation’ is to attend to those boundaries that are shifting, for example scope of responsibility and decision making capacity, as people continue to develop professionally, personally, while reinforcing, clarifying other areas, such as mission, vision and values, on a regular basis. In this living and dynamic process feedback is a process not an annual (often punishing) event, feedback is specific, informative and mutual and comes with supportive course correction. In such an environment employees function with a sense of ownership. Yes, this is a tall requirement of leaders who are already quite busy. The alternative? conscientious and talented clients who show up in my office discouraged and alienated ready to offer their talent where their contribution is actually valued.