Have you heard a manager friend complain about how they can never be gone for vacation or job-related seminars or conferences because they can't trust their employees for that long? If so, they have not found the principal of empowerment...
It must be very wearing for managers to feel that they just cannot absent themselves, when they are missing people in place who can do a great job in their absence.
Empowerment - The Holy Grail Of Management
You see, most managers come from the 'shop-floor' and find it difficult to let go of that role.
They feel that if they don't keep on with the 'doing' they will be falling down on their job somehow - or maybe that their people will regard them as slacking in some way!
Working this way means they're a decision-maker and this undermines the value of each of their employees contributing fully.
Without Empowerment Employees Will Do Less
If employees don't develop the understanding that they are empowered to do what they can with the freedom that provides, they will always pass the monkey back to the manager.
That's because it postpones a decision to make the customer satisfied at the moment, and may involve more work on the employee's part, thinking out a solution or a discount maybe.
Why be dealing with an unruly, dissatisfied customer, when they could be doing something less stressful with their time?
Managers Bring This On Themselves
It's easy for a manager to let this happen.
Studies have found that managers can be more effective if they allow their employees to act on any decisions, as if they are the managers in charge at that moment.
In the front line with customers, having the power to solve their problems fast is a particularly valuable asset.
Delighting Customers With Employee Empowerment!
Customers like to have their problems fixed by the first person they approach. Having an employee call for the manager only causes irritation and frustration.
They can see it as a stalling technique and is more likely to require more costly remedies for the problem the customer has.
When a manager finds themself in this situation, he faces an irate customer and an employee who expects them to find in their favor, not the customers.
A Manager's Strength Is His Team
A manager cannot do it all - their performance depends on how they get the best from their team.
By giving employees the capacity to act on the manager's behalf they will benefit incredibly with that level of trust.
And when a manager says, 'Look, do your best and I'll always support you', they will take risks at just the right level for them.
You are giving yourself more freedom in the process, and mentoring them into becoming a manager.
Empowerment Is Good For All
Of course, when a manager has been used to keeping every tricky decision to themselves, it's a bit of a fear to let things go - and it can be one of the best things they can learn to do.
They get a sense of ownership, power, and self-taught initiative that they can never get from somebody dictating to them.
This is the principle of management development through empowerment.
Turning Teams Around
It's an amazing experience as a manager when you turn someone on to the hidden capabilities they have within them already.
By freeing him or herself up by using the latent abilities of their people, an empowering manager truly lives and breathes the experience - and that's pow - 15359
It must be very wearing for managers to feel that they just cannot absent themselves, when they are missing people in place who can do a great job in their absence.
Empowerment - The Holy Grail Of Management
You see, most managers come from the 'shop-floor' and find it difficult to let go of that role.
They feel that if they don't keep on with the 'doing' they will be falling down on their job somehow - or maybe that their people will regard them as slacking in some way!
Working this way means they're a decision-maker and this undermines the value of each of their employees contributing fully.
Without Empowerment Employees Will Do Less
If employees don't develop the understanding that they are empowered to do what they can with the freedom that provides, they will always pass the monkey back to the manager.
That's because it postpones a decision to make the customer satisfied at the moment, and may involve more work on the employee's part, thinking out a solution or a discount maybe.
Why be dealing with an unruly, dissatisfied customer, when they could be doing something less stressful with their time?
Managers Bring This On Themselves
It's easy for a manager to let this happen.
Studies have found that managers can be more effective if they allow their employees to act on any decisions, as if they are the managers in charge at that moment.
In the front line with customers, having the power to solve their problems fast is a particularly valuable asset.
Delighting Customers With Employee Empowerment!
Customers like to have their problems fixed by the first person they approach. Having an employee call for the manager only causes irritation and frustration.
They can see it as a stalling technique and is more likely to require more costly remedies for the problem the customer has.
When a manager finds themself in this situation, he faces an irate customer and an employee who expects them to find in their favor, not the customers.
A Manager's Strength Is His Team
A manager cannot do it all - their performance depends on how they get the best from their team.
By giving employees the capacity to act on the manager's behalf they will benefit incredibly with that level of trust.
And when a manager says, 'Look, do your best and I'll always support you', they will take risks at just the right level for them.
You are giving yourself more freedom in the process, and mentoring them into becoming a manager.
Empowerment Is Good For All
Of course, when a manager has been used to keeping every tricky decision to themselves, it's a bit of a fear to let things go - and it can be one of the best things they can learn to do.
They get a sense of ownership, power, and self-taught initiative that they can never get from somebody dictating to them.
This is the principle of management development through empowerment.
Turning Teams Around
It's an amazing experience as a manager when you turn someone on to the hidden capabilities they have within them already.
By freeing him or herself up by using the latent abilities of their people, an empowering manager truly lives and breathes the experience - and that's pow - 15359
About the Author:
(c) 2008 Martin Haworth has written Super Successful Manager!, an easy to use, week-by-week performance improvement program for managers of EVERY skill level. You can get a sample lesson for free at http://www.SuperSuccessfulManager.com.
