Employee Empowerment 1
The modern entrepreneur bears the dual responsibility of working towards the smooth functioning of the business and retaining quality staff, as part of the long term scheme for the success of the venture. Employee empowerment is an absolute business essential today. It involves the expressions and avenues through which the non-managerial staff members are conditioned to be able to make certain important company decisions, with the support and backing of a well planned empowerment program. The self-willed decision making capacity is generated from the amount of the power vested by the management within the employees, during the training provided. Employee empowerment training actually culminates in the whole set-up becoming an empowerment model. The guided ability to take some decisions empowers the employees and also adds to the retaining module adopted by the company.
Employee empowerment can be attempted via dedicated virtual courses, special employee empowerment workshops by management gurus, dedicated books and articles and even software packages. There are a myriad of dedicated magazines that companies can subscribe to and convert effectively to employee driven decision-making. The basic concept behind the employee empowerment program is to give power to the individual, which in turn gives the company happier employees, who feel important! The delegated choice and participation and subsequently responsibility makes the employees feel like first hand representatives of the business.
Employee empowerment can only work if the management team believes in it. The issuing of authority to the employees could be graded, but it needs to be a rippling activity within the organization and consistent in nature. The entrepreneur or management should be completely committed to allowing the employees to make decisions and execute them, also taking responsibility. The management could pre-determine and define the scope of decisions made and work towards effectively building decision-making teams. This model used in employee empowerment is very effective because it enables the staff to contribute toward efficient steering of the company profits, in a way that benefits all.
The implementation of employee empowerment involves managers willing to give up control in certain areas of work production. The system must have scope for improvement of the strategy and flexibility within teams. The ability of the employees to contribute to a choice and direct decisions, leads to an alleviated feeling of self-worth and dedication. The sense of self and the retaining of some power is a deadly combination that works wonders on the psyche of the employee. The elimination of the hawk’s eye and the regular criticism creates a more positive environment.
The strategy of implementing a suggestion box, where the suggestions are made without fear of retribution is a great management tool. However, it is important that the managers read and consider the suggestions. The management could also attempt establishing a monthly forum like a symposium or monthly newsletter. It is very essential to ensure that the employee suggestions are addressed and discussed, especially if the management sees potential. The points or rewarding system will give you a competitive work force.
The employee empowerment program is designed to work only with the support of at least some suggestions being approved for some impact on the company, failing which the same empowerment program only re-confirms to the employees that the strategy is a farce and real power continues to be exercised only by the managers. The empowered work force moves front-stage and is matched by action. The anecdotal reports and management surveys all recede inot the peripheral, once effective empowerment is executed. The age old concept that the work force is more efficient using their brains and not just their hands is proven true with the various case studies on employee empowerment.
The concept of employee management is designed to act as a practical guide to leadership in liberated organizations. The empowerment ripples on to the manager-managed relationship and becomes deeply organizational in good time. Empowerment does not only include delegating job authority, it also means job enhancement via decision making. The traditional bureaucracy, and the age old emphasis on control and standardisation are now things of the past. The new vistas involve innovation, flexibility and commitment and consistent improvement.
Employee empowerment can be attempted via dedicated virtual courses, special employee empowerment workshops by management gurus, dedicated books and articles and even software packages. There are a myriad of dedicated magazines that companies can subscribe to and convert effectively to employee driven decision-making. The basic concept behind the employee empowerment program is to give power to the individual, which in turn gives the company happier employees, who feel important! The delegated choice and participation and subsequently responsibility makes the employees feel like first hand representatives of the business.
Employee empowerment can only work if the management team believes in it. The issuing of authority to the employees could be graded, but it needs to be a rippling activity within the organization and consistent in nature. The entrepreneur or management should be completely committed to allowing the employees to make decisions and execute them, also taking responsibility. The management could pre-determine and define the scope of decisions made and work towards effectively building decision-making teams. This model used in employee empowerment is very effective because it enables the staff to contribute toward efficient steering of the company profits, in a way that benefits all.
The implementation of employee empowerment involves managers willing to give up control in certain areas of work production. The system must have scope for improvement of the strategy and flexibility within teams. The ability of the employees to contribute to a choice and direct decisions, leads to an alleviated feeling of self-worth and dedication. The sense of self and the retaining of some power is a deadly combination that works wonders on the psyche of the employee. The elimination of the hawk’s eye and the regular criticism creates a more positive environment.
The strategy of implementing a suggestion box, where the suggestions are made without fear of retribution is a great management tool. However, it is important that the managers read and consider the suggestions. The management could also attempt establishing a monthly forum like a symposium or monthly newsletter. It is very essential to ensure that the employee suggestions are addressed and discussed, especially if the management sees potential. The points or rewarding system will give you a competitive work force.
The employee empowerment program is designed to work only with the support of at least some suggestions being approved for some impact on the company, failing which the same empowerment program only re-confirms to the employees that the strategy is a farce and real power continues to be exercised only by the managers. The empowered work force moves front-stage and is matched by action. The anecdotal reports and management surveys all recede inot the peripheral, once effective empowerment is executed. The age old concept that the work force is more efficient using their brains and not just their hands is proven true with the various case studies on employee empowerment.
The concept of employee management is designed to act as a practical guide to leadership in liberated organizations. The empowerment ripples on to the manager-managed relationship and becomes deeply organizational in good time. Empowerment does not only include delegating job authority, it also means job enhancement via decision making. The traditional bureaucracy, and the age old emphasis on control and standardisation are now things of the past. The new vistas involve innovation, flexibility and commitment and consistent improvement.
By Gaynor Borade
Published: 2/23/2008
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