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HR Management: FAQs/BasicsCareer / Self DevelopmentChange Management / CultureCommunicationEmployee RecognitionJob DescriptionsManagement / LeadershipLabor / Employment LawMotivation / Work QuotesPerformance ManagementRecruiting / HiringSalary / BenefitsTeam Building / Work TeamsBad Boss / Difficult PeopleTraining / Icebreakers | Top 10 Principles of Employee EmpowermentThe Credo of an Empowering ManagerLooking for real management advice about people? Your goal is to create a work environment in which people are empowered, productive, contributing, and happy. Don't hobble them by limiting their tools or information. Trust them to do the right thing. Get out of their way and watch them catch fire. These are the ten most important principles for managing people in a way that reinforces employee empowerment, accomplishment, and contribution. These management actions enable both the people who work with you and the people who report to you to soar. 1. Demonstrate You Value PeopleYour 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: 2. Share Leadership VisionHelp 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: 3. Share Goals and DirectionShare 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: 4. Trust PeopleTrust 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: 5. Provide Information for Decision MakingMake 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: 6. Delegate Authority and Impact Opportunities, Not Just More WorkDon'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: 7. Provide Frequent FeedbackProvide 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: 8. Solve Problems: Don't Pinpoint Problem PeopleWhen 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: 9. Listen to Learn and Ask Questions to Provide GuidanceProvide 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: 10. Help Employees Feel Rewarded and Recognized for Empowered BehaviorWhen 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.More about employee reward and recognition for empowerment: Other Related Resources & Guide PicksSecrets of Leadership SuccessMotivation and a Profitable Business Are All About the Managers...Duh!Award Winning Business and Management Books |
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