*Express the expectation that people make decisions that will improve their work.
*Reward and recognize as heroes the people who make decisions about and improvements in their work.
*Make certain employees know and understand your organization's mission, vision, values, goals, and guidelines so they can funnel their involvement in appropriate directions. Education, communication, measurement feedback and coaching keep involvement from becoming a free-for-all.
*Never punish a thoughtful decision. You can coach and counsel and provide training and information following the decision. Don’t undermine the employee’s confidence that you are truly supportive of her involvement.
*If you are a supervisor and people come to you continually to ask permission and receive instructions about their work, ask yourself this question. What am I doing that makes people believe they must come to me for each decision or permission? You are probably communicating a mixed message which confuses people about your real intentions.
*When an employee comes to you, ask him what he thinks he should do in the situation. Assuming his response is reasonable, tell him his approach sounds fine and that he doesn’t need to consult with you about this type of decision in the future. If you can assist the employee to find a better answer, act as a consultant without taking the monkey onto your own shoulders. You will reinforce his belief in his own decision making ability. You also reinforce his belief that you are telling the truth about trusting his competency.
*If you see an employee embark on a course of action you know will fail or cause a problem for a customer, intervene as a coach. Ask good questions that help the individual find a better approach. Never allow a person to fail to “teach her a lesson.”
Have a great day!!
Rajat
From India, Pune
Acknowledge(0)
Amend(0)
108*Reward and recognize as heroes the people who make decisions about and improvements in their work.
*Make certain employees know and understand your organization's mission, vision, values, goals, and guidelines so they can funnel their involvement in appropriate directions. Education, communication, measurement feedback and coaching keep involvement from becoming a free-for-all.
*Never punish a thoughtful decision. You can coach and counsel and provide training and information following the decision. Don’t undermine the employee’s confidence that you are truly supportive of her involvement.
*If you are a supervisor and people come to you continually to ask permission and receive instructions about their work, ask yourself this question. What am I doing that makes people believe they must come to me for each decision or permission? You are probably communicating a mixed message which confuses people about your real intentions.
*When an employee comes to you, ask him what he thinks he should do in the situation. Assuming his response is reasonable, tell him his approach sounds fine and that he doesn’t need to consult with you about this type of decision in the future. If you can assist the employee to find a better answer, act as a consultant without taking the monkey onto your own shoulders. You will reinforce his belief in his own decision making ability. You also reinforce his belief that you are telling the truth about trusting his competency.
*If you see an employee embark on a course of action you know will fail or cause a problem for a customer, intervene as a coach. Ask good questions that help the individual find a better approach. Never allow a person to fail to “teach her a lesson.”
Have a great day!!
Rajat
From India, Pune
Acknowledge(0)Amend(0)
Well said, Rajat, and thanks for the same.
All of us, managers or otherwise, need to introspect as to what degree we follow these (I would say) Golden Rules. I tried to rate myself on it, and on a scale of 0 to 100, I found as follows:
- Express the expectation: 75
- Reward and recognize as heroes: 25
- Make sure employees know: 30
- Never punish a thoughtful decision: 25
- When an employee comes to you: 30
- If you see an employee embark on a course of action: 75
I realized that there is a lot of room for improvement within myself!
Thanks, Rajat.
Bala
From India, Madras
Acknowledge(0)Amend(0)
All of us, managers or otherwise, need to introspect as to what degree we follow these (I would say) Golden Rules. I tried to rate myself on it, and on a scale of 0 to 100, I found as follows:
- Express the expectation: 75
- Reward and recognize as heroes: 25
- Make sure employees know: 30
- Never punish a thoughtful decision: 25
- When an employee comes to you: 30
- If you see an employee embark on a course of action: 75
I realized that there is a lot of room for improvement within myself!
Thanks, Rajat.
Bala
From India, Madras
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Effective employee retention strategies-BPO. doc
Employee Empowerment.ppt