Hi Sunayna,
On the most heard and widely misused word 'empowerment'...............
We hear the buzzwords, "Empowering Employees" yet do we really know how to do that. Is it pointing them to resources and letting them go? In some cases, it is. Each case is unique. The truth is that there is a wide spectrum, and we need to know our employees, ourselves, and the project well enough to know where on the spectrum is appropriate.
Let's test management skills in a quick quiz? You are the manager of a new project leader. He has been a data analyst for 4 years. He will be overseeing the work of 2 people on his team, and 5 contributors from other departments.
In which scenario do you think the new project manager will be more successful?
A.) You give him clear instructions, with a follow-up email documenting the work to complete and the deadline. You allow him the freedom to handle it and check back with him in two weeks when it is due.
B.) You give him instructions, and check with him every morning and afternoon. You talk to his staff, and the other contributors to make sure they received the appropriate instructions. You stay late several nights to help oversee the project, even when your new manager cannot.
Did you select A? B?
Both are incorrect. In scenario A, you are not involved at all. You are not communicating, measuring or anything to be sure this very green project leader is on track. If he fails, you are to blame for providing no guidance.
In scenario B, you are not demonstrating confidence in your new project leader. You are undermining his authority by checking up on his staff and others involved. He may have become frustrated by your lack of trust. Maybe that is why he is not staying late to manage the overtime staff. You are also not holding him accountable. You are stepping in to do the work, instead of providing guidance. He is new and may not feel confident. This treatment probably compounded those feelings.
For your employee to be successful, you must empower him. Here comes the word again - empower
Confidence
Before you place the employee in the position, be sure you have confidence that he has the right skills, knowledge and resources to do the job. Make sure you have expressed that to the employee.
Clear Expectations
Set clear expectations so the employee knows exactly what to do and what the department goals are. Delegate authority so the employee can make decisions within that authority.
Communication
Ongoing communication is vital so you and the employee are always in sync. Communicate work goals and department process. Share awareness of problems or changes. Alert each other of company and industry news that affects the department and upcoming projects or potential sales.
Commitment and Support
You are committed to the employee's success, and everyone knows it. You guide the employee without micromanaging or doing the job for him. Do not check up on the employee by interviewing their staff or taking their complaints as valid. Just as you want your employees to work through proper channels and not go over your head, it goes the same way in the other direction.
Measuring
You establish metrics in advance, so it is clear what the department and company standards are. It is easy to objectively determine if goals are met.
Accountability
You hold the employee accountable. If the target is not met or work is not satisfactory, he is responsible. You are there for advice, perspective, and guidance, but the employee manages the solution. You do not step in and clean it up. If he is accountable for the solution process, he learns from the problem or error.
The degree of communication, and hands on support will vary depending on the employee's position, skills, experience level, and tenure. However, the principles of empowerment are the same at all levels. As the employee develops and achieves successes, you can give the employee a little more freedom to soar. Because you are communicating and measuring against standards, you'll know if you need to get more involved.
Does it help?????