When leading people and managing your on-job KPI's through the team, your success depends on their successful work—empowering your fellow members to choose people you hire wisely. The better suited for the culture and job-role they are, the more they will grow and thrive. Below is a summary of do's and don’ts are when empowering your employee and teams.
Employee empowerment doesn't have a fixed definition, but it's all about accountability and trust. It's when you give employees a certain degree of autonomy and responsibility for decision-making in their daily work. They feel valued. But it's more than just that; many questions come on the way; competence and trust on person to do it as delegated. When you empower employees to make their own decisions, the right people pave their path to success. It also creates a better workplace culture. Certified ecosystem is more loyal, committed, and productive. Here are five ways to structure your empowerment decisions.
Some Mistakes Are Natural: Practice forgiveness: You cannot expect your team member to be equally talented. It's best to prepare before the delegation task, such that what you want is as detailing and precise as per the listener. If you get furious for every mistake identified, that may lead in the direction of getting a negative review and attrition. People do take things personally. When they work with you and trust you, they don't expect their emotions to get hurt. Always play it safe, learn the art of diplomacy, and always set up correct expectations in the beginning. The aim to empower employees is to make them courageous and confident for achieving the Goals of a company. You have first to learn to accept your mistakes and "Leave the crown in the Garage," as quoted by the mother of the most successful Ex CEO of PepsiCo, Ms Indra Nooyi."
Appreciate their efforts: Sure, your people are a part of the team to fulfil everyday responsibilities and stay accountable, but it's always helpful to receive encouragement. Transparent and trackable rewards and recognition program helps people feel good about being identified for good performance. Let your people know when they are doing a good job. Genuine appreciations ensure continued high-quality work and desk job satisfaction.
Be reachable, anytime: You want your teams to know that their opinion matters? Leaving your office door open can communicate this wonderfully; tell them at required times in group or independently that they must reach you when there are challenges and showstoppers. An open-for-all communication platform shows teams that their voice is adding value to the organization. After all, some people can come back with helpful feedback.
Show your trust: The ideal approach to acquire employee loyalty is by showing your staff that they have your confidence alongside you to stay trustable. Explain the ends, 'how to make things happen rather than expecting them to deep dive, why would you want them to rethink the planning process, a structured brief on the fundamental reason and goal of the task, is a great way. While you would have everyone's KPIs tracking daily, weekly, monthly, and rewarding them monthly or quarterly, and your teams will take care of business with their style to meet a common goal.
Hear them out: Leaders do think; they know it all. Sometimes they do. And when they don't want to listen, mainly because our ideas on what we wish to are SO clear to us, or sometimes we simply don't have to patience or time. You ought not just to support open input and thoughts from your employees but also be there to tune in to and resolve any issues or concerns they have; ask to drop an email or WhatsApp message and respond when you can. Listening when you must help them feel heard and upheld.
