|
|
Like this article? PLEASE +1 it! |  |
|
Empowerment, Autonomy & Discretion – Oh My!
| Guest post by: Tina Hamilton |
Article Overview: Granting autonomy and loosening the apron strings can be scary. After all, this is your company we’re talking about. However, a company where employees have a reason to feel that what they are doing is important is a company on its way to greatness.
 |
Free Download - DELEGATION FOR BEGINNERS By Tina Hamilton |
Empowerment, Autonomy & Discretion – Oh My!
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.
Autonomy A Key Element in Sustainable Sales Training
Changing the Way You Think Can Empower You
Do You Have the 3-A’s in Sales Behaviors to Secure Today’s Competitive Advantage?
Leadership empowerment: what is it and how do you do it?
Recommendations for future research - Factors Impeding the Poverty Reduction Capacity of Micro-credit: Some Field Observations from Malawi and Ethiopia
Article Tags: autonomy, dedication, desire, different reasons, ears, employee empowerment, empowerment model, fingers, heathfield, human resources, incentives, initiative, mentoring, mindset, necessities, row row row your boat, row your boat, safe place, tolerance, work environment
|
About the Author: Tina Hamilton RSS for Tina's articles - Visit Tina's website Click here to visit Tina's website   Dont Avoid the Chance to Check Job References HIGH ACHIEVERS SOME EXECS WILL NEED TO DECIDE layoffs vs retention Resolving Employee Conflict Empowerment Autonomy Discretion Oh My |
Related Forum Posts
Share this article with your friends. Fund someone's dream.
Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.
by: 
Simon Fuller Quotes
Lesson #3: “Tell ‘em quick and tell ‘em often”
Searching for the Stars: How Yang and Filo Took Their Business to New Heights
Salesperson Wimp-Out: I Need Help 
Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!
12 Principles to Spark Innovation
Mistakes Made by New or Inexperienced Sales Staff
International Employment Background Checks
Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.