announcement

Update: Check new design of our homepage!

Employee Empowerment

Employee Empowerment

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.
Workspirited Staff
Last Updated: Aug 24, 2018
Employee empowerment is absolutely 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 in the employees, during the training provided. Training 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.
Empowering Employees: Implementation and Benefits
Business people listening to presentation in office building
Employee empowerment can be attempted via dedicated virtual courses, special 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 program is to give power to the individual, which in turn gives the company happier employees, who feel important! The delegated choice, participation, and subsequent responsibility makes them feel like first-hand representatives of the business.
Employee empowerment can only work if the management team believes in it. The issuing of authority could be graded, but it needs to be a rippling activity within the organization and should be consistent in nature.
The entrepreneur or management should be completely committed to allow the employees to make decisions and execute them, while also taking responsibility.
The management could predetermine and define the scope of decisions made and work towards effectively building decision-making teams. This model is very effective because it enables the staff to contribute towards efficient steering of the company profits, in a way that benefits all.
The implementation of empowering employees 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 their psyche. The elimination of the hawk's eye and the regular criticism creates a more positive environment.
Suggestion Box
The strategy of using a suggestion box, 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 their suggestions are addressed and discussed, especially if the management sees potential. The points or rewarding system will give you a competitive work force.
The 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 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 into the peripheral, once effective empowerment is executed. The age-old concept that the workforce 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. It not only includes delegating job authority, it also means job enhancement via decision making.
The traditional bureaucracy, and the age-old emphasis on control and standardization are now things of the past. The new vistas involve innovation, flexibility, commitment, and consistent improvement.