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Talent Management Perspectives

Published October 2009

Don't Control Your Employees; Empower Them

 

  Chip Wilson

Successful companies empower their employees rather than control them. Empowered employees are committed and more productive because they have a sense of ownership and take pride in their work. Leaders have the ability to bring out the best in their employees, and simply delegating authority is not enough. They can determine by their actions whether they will have empowered employees or compliant workers.

A recent Gallup report concludes that engaged employees are "more productive, more profitable, more customer focused, safer and more likely to withstand the temptation to leave."

Empowering people will engage them. Webster's defines empowerment as "giving official authority." From a leadership standpoint, however, empowerment is so much more. It's a combination of communication, provision and trust in an atmosphere of self-sufficiency and independence.

Communication
Leaders who empower their employees do not simply assign tasks and walk away. Empowered workers do need a certain level of autonomy, but they also require support and guidance. True empowerment involves constant communication between leaders and their teams, detailing precise boundaries, instructions and any time constraints. Each personnel member should also understand the exact level of authority they have. An effective leader will be consistent and not constantly change working parameters unless absolutely necessary. Any and all changes must be communicated at once. Leaders should also be available to assist with any unforeseen obstacles along the way. Without consistent dialogue, any attempts at empowerment will fail.

Provision
Regular discussions not only outline project parameters; they are opportunities to find out what people must have in order to accomplish their goals. Leaders who do not equip their employees with the necessary tools cannot expect them to be successful. Whether employees require equipment or information, facilitating empowerment demands that every need be met. When people have clearly communicated boundaries and the ability to accomplish their tasks, they can be trusted to do the best work possible.

Trust
Trusting people to do what is expected of them is difficult for many executives to master. They often resort to extremes of either micromanaging or ignoring projects when neither response is effective. Trust must coincide with prudence: Leaders should be present, but also confident in the skills of their people. This confidence leads to employees taking ownership, which increases morale and productivity; customer service also will improve as employees become empowered to serve their internal and external clients. Empowered employees feel connected to their company and are much more likely to act out of commitment rather than compliance. They will no longer be cogs in a machine; they will be partners in a business.

There are several key principles that can help managers lead from a position of empowerment.