How to Empower Employees within the Workplace?

empowering-employees                                                                                                                                                           What makes an individual employee feel satisfied on the job? What makes an employee increase in productivity and creativity? It’s called Empowerment. The employee becomes satisfied in the workplace when they are empowered and given the opportunity to have ownership over their projects and careers. When you empower an individual employee, you, the manager, relinquish control over the situation. Empowerment allows the individual control over their own fate. Empowerment gives an individual control over not only their work assignments, projects or assigned tasking, but it gives control over their destiny.
When employers delegate authority and responsibility over to their employees, this not only increases job enrichment, along with job satisfaction and the decreased turnover within the organization, but it develops the individual employee for future jobs within the organization. This assures that the organization maintains its competitive edge amongst their industry (Lepak & Gowan, 2016).
When reflecting on my own experience as a team leader, I emphasize to each member to have a sense of ownership when it comes to their assigned work- in other words, become responsible for the task you were given. This ownership gives the team member a sense of empowerment, making their part in whatever project or task essential and it puts them on notice to achieve beyond expectations.
As a leader, I follow five principles that empower my team members;
Trust in individuals- Each member of the team has talents and abilities. When joined with other talented individuals, you have collective abilities and knowledge that can accomplish results in their own ways. Give them the autonomy to take charge of the situation or task. Have faith in your people.
Equip individuals with the necessary tools of success- give them the latitude to connect with others within the company and outside the company such as vendors, customer and potential future customers.
Acknowledge achievements- My organization has monthly gatherings for hail and farewells, but also to recognize the professional achievements of teams and individuals.
Decentralize Decision Making –As a team leader, my supervisor gives me the latitude in charting the course for my team. I also encourage my members to collaborate not only with each other, but with other teams within the organization. This assures individual growth, encourages creativity, and increases productivity and job satisfaction within the individual and the collective team.
Encourages Collaboration – The workplace should be viewed as a collective and cooperative effort and not an environment of hard labor at the hands of the task master. As mentioned, my team work with other teams within the organization, being isolated and forbidden to speak with others inhibits growth and creativity for individuals and the organization. Remember, one does not succeed alone.
To conclude, empowerment of individuals assures individual success and organizational success. This translates into the organization as a whole having a competitive advantage amongst its industry. This also enhances the workplace culture within the organization. Remember whatever leadership role you play in the organization, if you allow people the opportunity to be creative and become responsible for themselves, they will grow and make your job easy. As Leaders, think of yourself as a servant and not the task Master.

Reference:
Lepak. D & Gowan, M. (2016). Human Resource Management: Managing Employees for Competitive Advantage (2nd ed). Chicago Business Press

About DCDARDENTALKS

I am a graduate with a PhD from Capella University in the field of Organization and Management, a MS in the field of Human Resources from University of Oklahoma and a Bachelor’s in the field of Business Administration from Liberty University. Professional Credentials: I am a retired Army Warrant Officer, with a background in Logistic Management. The positions held in the military included Senior Project Manager Leader, Logistics Manager and Supply Systems Technician. Presently, I work for the Department of Defense in the field Defense Acquisition and Contracting. For more than 9 years, I served as a college professor for both online and traditional learning teaching courses in the areas of Organizational Behavior, Compensation Management and Research, Assessment Methods in Human Resources, Test and Measurement and Adult Human Development and Behavior.
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