The term empowerment is being thrown around a lot these days in corporate meetings and management trainings, but when asked, not all managers can precisely answer what it is.
Some believe it is delegating while others rewarding their staff members.
The truth is that empowerment is more than a single act or process, it is a corporate culture and the way the organisation is structured.
One source defines empowerment as “the ongoing process of providing the tools, training, resources, encouragement and motivation your workers need to perform at the optimum level.”
Empowerment is important because it leads to high job satisfaction, thus creating happier and more loyal employees.
How does empowerment lead to higher job satisfaction?
Read on to find out:
Sense of Independence
An employee that is not empowered needs to constantly be micromanaged.
They don’t have the skills or tools required to do their job autonomously, and have to be told by their manager what to do every step of the way.
On the other hand, an empowered individual only needs their superior to delegate tasks to them.
At that point, they use their acumen and judgement to create a plan for the best outcome of the project.
Empowerment leads employees to create a sense of independence, taking ownership of their work and feeling pride when goals are met.
This leads to job satisfaction and loyalty!
When a person feels comfortable in their professional role, and knows that they have the space to think critically and come up with better ways of doing things, it fuels their creative juices.
This can only get done when empowerment is high on the list for managers, who instil in their employees the belief that their opinions matter and are highly valued.
In this situation, the employees are able to think outside the box and come up with creative ways to update the status quo.
When a worker’s idea is implemented and makes a positive difference for the team, that person’s job satisfaction will skyrocket.
Control of One’s Schedule
Another way to empower staffers is to let them take control of their schedules.
Whoever made the 9-5 working day didn’t take into account that some people work better in the evening than in the morning, and others need a break in between before returning to their duties.
Let your employees decide when the best time to work for them is.
It could be after school drop off or in the wee hours of the morning so they can then spend the day with their loved ones.
When individuals are able to work during the times that benefit their work/life balance, their job satisfaction will increase!
Senior Management Trainer and Consultant