People vs. Processes

The power of empowerment

Employees are the backbone for any organisation and its success or failure solely depends on them. Many employers are of the wrong notion that once the processes are in place, employees begin to play a very minor role in the success of the company.

Processes keep changing with time and are not a permanent way for conducting business operations. Human inputs are most valuable for the success of any organisation. It is this implicit knowledge possessed by an employee that stays on, long after they leave the company. Therefore one of the most challenging assignments for employers is to keep their employees happy on an ongoing basis.

How can employers manage to keep employees happy and satisfied?

Employees should be allowed to think independently at work places. Most of the organisation’s processes have a binding effect on employees’ thoughts. They tend to condition themselves to the processes set by the management in the company.

Empowerment is another way to keep employees feel valued in the company. It gives them an opportunity to contribute to the overall success of the company. Steps involved in employee empowerment are:

1. Involving your employees while making key decisions in the company:

In most companies, key decisions are made at the top management level only. The decision reaches the lower level employees only after they reach the execution stage. This doesn’t give employees the opportunity to contribute their ideas to the company. Brainstorming on issues is done only among the top management and left at that.

Employee morale can be kept on a constant high if they are made a part of the decision making process. Although keeping such processes at the top management level eliminates high risk, such long-term association with employees needs to be a part of the decision making process.

2. Pay back satisfactorily for the contributions made by them:

Allowing employees to take part in the planning process is the first step but appreciating their contributions made to the company is the follow up. Rewarding employees ensures their active participation in company affairs on an ongoing basis. This is beneficial for employers as well as the employees. By doing so, employees feel empowered and give in their best to the company.

Lack of appreciation of employees’ efforts can reflect in the turnover rate too. When employees feel neglected at work place, the chances are few that they remain loyal to the company.

When employees know that they are being watched over by their management, they try and repeat improved performance over and over again.

3. Provide training support:

Employees feel more confident and can take on additional responsibilities if the company gives them the right training and support. Many a time employees have the potential to perform certain tasks but may lack the technical expertise to do so. Management should intervene at such times and ensure that the right assistance is provided to them. This also increases their level of commitment towards the organisation.

It is also the management’s responsibility to encourage employees to ask for such training support. Transparent working organisations allow such flexibility in working conditions.

4. Changing attitudes:

Empowering employees with a positive attitude may prove far more beneficial to both parties. Instead of criticising employees on what they do not know, it pays to find out where they are facing a problem. Turning to employees while in a crisis ensures a long-term association with them.

When employees are allowed to explore, innovate and implement, the organisation becomes a place with highly confident employees. It is impossible not to find success at such work places.

Related reading:
1. ‘Build your business from the inside out: Four keys to employee empowerment that will help your business grow’; Karen Lawson; Business Credit; New York; Mar 2001.
2. ‘leadership or laziness’; MLM empowerment forum; 2001
3. ‘The Paradox of Empowerment ‘;Ronald F. Wendt; University of Wisconsin

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