Employee Empowerment

“Employee empowerment” today is more than just a management buzzword. It requires employees and employers to work together towards establishing clear organizational goals.

For many, the animated series, ‘He-man and the Master of the Universe’ was just a fun way to spend a lazy Sunday afternoon. The popular show, many say even had an underlying message that rings very true in today’s corporate scenario. He-man always followed a strategy that enabled him to make decisions pertaining to his actions. He was bestowed upon with the responsibility to own his work and take full accountability for the results. And above all, he was given the ‘power’ to make change happen. You may not be a He-man at the workplace but do you feel empowered enough? Employee empowerment, organizations say, is the key to motivating employees.

Need of the hour:

What does it take, for an employee, to perform his/her very best? Is it the project or the reward? While these are the factors that enable an employee to work towards his/her goal, experts of India Inc., say that giving employees the liberty to perform their role to the best of their abilities is what drives them. Head operations, Orchid City Center mall, a Future Group Initiative explains that by giving employees the paradigm to make decisions pertaining to their team, the work environment and their customers who visit the mall will help them execute their role better.

An assistant retail manager, Indus League Clothing Limited explains how he was empowered by his company. He is thankful to the management, as he had been given a free hand to operate and take independent decisions in the interest of the company and its employees. This helps him work better in an environment that requires him to stay on my feet and serve their customers and his employers better.

These initiatives bring ownership while performing the task thus resulting in quick delivery. Clarity in role and objectives makes management more goal oriented and focused. Continuous feedback and customer centric approach help in assuring 100 per cent accuracy resulting into job satisfaction and confidence building.

However, there is always room for more. And these employees feel that there is a need for organizations to implement more such empowering initiatives. The reason, they say, is that it helps them in being prepared for the future. Mr.K an employee says that DCB helps him perform better at his job through skill development and up-gradation, as he can learn newer modules of work and perform in more than one vertical.

Key to success:

From an organization’s perspective, employee empowerment adds to their productivity. An employee will be motivated by rewards, both monetary and emotional (read: recognition and appreciation) and with the practice of better methods provided in training, it will provide role clarity and helps to channelise the energy in the right direction.

In many organizations which do not empower their staff, employees often feel micro-managed; it is a proven fact that that two out of five employees feel that they don’t have the decision making authority so that they can do their jobs well. This leads to a slow-moving workforce that is minimally productive, lacks self motivation and is unable to take prudent business risks or make innovative changes.

So, if you ever feel disengaged or de-motivated, remember, you have the power to make change happen and influence your own action at the workplace. All you need to do is use it.

In short proper and appropriate delegation at different levels, so that employees are empowered to take decisions in the interest of their company and customers as well.