Empowerment, Autonomy & Discretion – Oh My!
Empowerment, Autonomy & Discretion – Oh My!
While researching this article I found that there seems to be a few generally accepted necessities for establishing an empowered environment:
1. Top-level dedication to the initiative
2. Clearly defining the process and expectations
3. Providing valuable incentives
4. Making sure the empowerment model is consistent with the broader culture of the organization
Actually, each of these components deserves its own article. So, while all of those pieces are necessary, I found an interesting quote that seems to demonstrate a different approach to thinking about the empowerment concept. It is from Susan M. Heathfield, human resources writer from About.com.
“People think that ‘someone’ usually the manager, has to bestow empowerment on the people who report to him. Empowerment comes from the individual. The organization has the responsibility to create a work environment which helps foster the ability and desire of employees to act in empowered ways.”
I love that. I love it because we really are all empowered to the level we give ourselves permission to be empowered – and in which areas of our life we choose to exercise that choice. Once we are aware of our intrinsic empowerment (which, by the way does not mean entitlement) and once we are in an environment where we feel SAFE to explore our autonomy and our value, that is when we, and therefore the company, prosper. A safe place for employees to explore their autonomy means a tolerance for mistakes, a mentoring and coaching mindset of supervisors and a thorough understanding of the four ingredients above.
But what about employees who don’t want to be empowered? What about those who are happy clocking in and out and do not desire any additional effort be required of them?
For different reasons not all employees are able or ready to accept the responsibility of autonomy. There are some people who perform best when they are doing what they are expected to do and don’t enjoy being part of the decision-making process. And, most likely, you won’t be able to change that. It may be their personality, their life circumstances at the time, or both that make them hesitant to join in. These people, who are sometimes the most steady and responsible employees, may not perform well under an empowered model and you don’t want to risk loosing them. So, making autonomy available to everyone, yet not demanding it, is integral to success. In all cases, it is necessary to realize how de-motivating it is to make an employee accountable without empowering them.
How do you know if an employee will thrive in an empowered environment? Pay attention when you are hiring. If you are looking for an employee who enjoys owning their part of the job, make sure your behavioral questions address that scenario.
In the end, employees are only as empowered as the company’s environment allows them to be. So this year, remove your fingers from your ears, stop the humming and notice if your environment supports your expectations.
Empowerment Autonomy Discretion Oh My - To learn more about this author, visit Tina Hamilton's Website.
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Is it too scary to even think about? Is it so frightening that you put your fingers in your ears and loudly hum “Row, Row, Row Your Boat” as soon as somebody mentions employee empowerment?
While researching this article I found that there seems to be a few generally accepted necessities for establishing an empowered environment:
1. Top-level dedication to the initiative
2. Clearly defining the process and expectations
3. Providing valuable incentives
4. Making sure the empowerment model is consistent with the broader culture of the organization
Actually, each of these components deserves its own article. So, while all of those pieces are necessary, I found an interesting quote that seems to demonstrate a different approach to thinking about the empowerment concept. It is from Susan M. Heathfield, human resources writer from About.com.
“People think that ‘someone’ usually the manager, has to bestow empowerment on the people who report to him. Empowerment comes from the individual. The organization has the responsibility to create a work environment which helps foster the ability and desire of employees to act in empowered ways.”
I love that. I love it because we really are all empowered to the level we give ourselves permission to be empowered – and in which areas of our life we choose to exercise that choice. Once we are aware of our intrinsic empowerment (which, by the way does not mean entitlement) and once we are in an environment where we feel SAFE to explore our autonomy and our value, that is when we, and therefore the company, prosper. A safe place for employees to explore their autonomy means a tolerance for mistakes, a mentoring and coaching mindset of supervisors and a thorough understanding of the four ingredients above.
But what about employees who don’t want to be empowered? What about those who are happy clocking in and out and do not desire any additional effort be required of them?
For different reasons not all employees are able or ready to accept the responsibility of autonomy. There are some people who perform best when they are doing what they are expected to do and don’t enjoy being part of the decision-making process. And, most likely, you won’t be able to change that. It may be their personality, their life circumstances at the time, or both that make them hesitant to join in. These people, who are sometimes the most steady and responsible employees, may not perform well under an empowered model and you don’t want to risk loosing them. So, making autonomy available to everyone, yet not demanding it, is integral to success. In all cases, it is necessary to realize how de-motivating it is to make an employee accountable without empowering them.
How do you know if an employee will thrive in an empowered environment? Pay attention when you are hiring. If you are looking for an employee who enjoys owning their part of the job, make sure your behavioral questions address that scenario.
In the end, employees are only as empowered as the company’s environment allows them to be. So this year, remove your fingers from your ears, stop the humming and notice if your environment supports your expectations.
Empowerment Autonomy Discretion Oh My - To learn more about this author, visit Tina Hamilton's Website.
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