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10 Ways You Can Start Empowering Your Employees
By
Published On April 2, 2019
People form teams to share the workload of problem-solving. Individuals have a variety of skills and experiences, and each can contribute to the project’s growth; otherwise, why should they be there?
However, there is a difference between giving step-by-step instructions to a team on what to do or giving someone a goal and getting rid of it. Part of that difference is time – you’ll get a lot of it back every day, which you can then use to focus on other projects.
How do you train your employees to take on new tasks or perform them themselves?
1. Stop micromanaging
Good delegation is a win-win situation that contributes to the success and confidence of your employees. The appropriate board involves the solicitation, engagement, and assessment of skills and abilities. Trust employees by spending less time supervising work and implementing organizational structures that encourage delegation of authority, responsibility, and teamwork.
2. Put the ball in your garden
A great way to do this is to put the ball on the playing field simply. Give them primary responsibility for producing your results. Show them how accountability for their performance translates into real value to the business and how quickly dividends can add to their benefit.
3. Delegate
It sounds strange, but I see it at all management
levels – people who can’t delegate or feel like they don’t have the power.
Apologies give your team members the freedom to use their expertise and
passion, you need to delegate. Let it go. Assign more tasks than you are
comfortable with—delegation improvements. I rarely see people juggling their
responsibilities better.
4. Align the vision, values, and mission
Determine the values, vision, and mission of your employees for their professional life. Align them with the values, vision, and mission of the company. See where there is overlap and free up that employee’s capacity. When employees feel like they are working for something that truly aligns with their core values, they feel empowered and passionate about the work being done.
5. Know the strengths of your team to build confidence
Loyal executives take the time to understand their team’s strengths and each person’s level of sophistication. Then, they go even further and lead the team to discover each other’s strengths and use them to foster a dynamic and efficient ecosystem.
6. Give them a job that broadens their skills.
Sometimes people stop developing at work because a manager is reluctant to give them work. Sometimes it’s because they believe that a person is incapable of doing the job. In other cases, they feel like someone else is doing it faster or better. To make an employee feel empowered and help them grow and develop, offer them a job that creates challenges and allows them to reach new horizons.
7. Facilitate an independent learning process
When talking to your employees, facilitate a process of independent learning rather than giving them advice or solutions to a problem. Help them with questions find their answers or solutions so that they can take the initiative to pursue a goal and the responsibility of completing the task and learn from the experience.
8. Use training questions
Managers are often so task-oriented that they forget to ask their employees for their opinions on how to get things done. Questions deepen engagement, create ownership and accountability. Instead of storytelling, ask open-ended questions about getting your project started, meeting your deadline, getting over an obstacle, and getting the resources you need. Coaching questions are a key driver of empowerment.
9. Encourage and empower people looking for solutions.
To empower, we need to position a culture of individuals “in search of solutions.” Promote and empower them to discover, test, dip a toe in the water and take a chance. To take risks, they need to feel safe. The only way to increase their confidence is to recognize them, inspire them and validate them.
10. Appreciate their ideas and actions.
Managers who appreciate and recognize their employees’ contributions and accomplishments create an environment in which employees are more motivated to try harder and do their best. Evaluating your ideas and feedback builds confidence and confidence, leading to empowerment—executives who have a clear vision of themselves and focus on others naturally strengthen their team.
