The term “employee empowerment” has been regarded by critics as an exercise to change the attitudes of workers, so they can work harder rather than giving them any real power. In other words, empowerment was linked to “attitudinal shaping.” However, recent research suggests that people empowerment is a key element contributing to employee engagement and well-being.
Empowerment is a global term which includes many ideas regarding employee power and responsibility; but in general, it means giving employees the power to do their job better. It is providing the right motivation at the right moment, giving the employees the necessary alignment to the organizational goals, and make them feel that their work is important.
The answer is yes. Empowerment = motivation = action = results! There are 4 factors that should be considered in order to generate and maintain empowerment among employees:
To truly motivate your employees to perform at their peak, you must provide an adequate level of:
If you want to measure the level of commitment your organization has to develop employee empowerment, just survey employees as to how well they think you are doing in the above 5 areas. If you score poorly in more than two items then you have a lot of opportunity to increase organizational performance.
Remember, management has the obligation to create the environment that fosters employee empowerment and employees have the duty to accept the opportunity.
If you want to create and deploy a strategy to increase employee empowerment, please review our website call Pablo J. Perez at [phone link=”true”] or send an e-mail to firstname.lastname@example.org.