The Management Blog
Tips & advice to help you improve your performance
Your team can offer valuable assistance in achieving your goals and objectives, but only when they are given the opportunity to do so. Many managers are reluctant to offer more power to the team because it is risky and diminishes their control. But it is also motivational and offers more opportunities for growth and advancement.
OK, you’ve made all your plans and you’re convinced that your staff will be receptive to your new ideas.
So you decide to delegate some responsibility to your team, knowing that this level of empowerment will be grasped by all of them, as they are all striving for more responsibility and challenge.
Hopefully by now you’re a little more comfortable delegating your authority and giving more work to your team members. As a manager, you should be free to not only focus on your own projects but on your human resource and training responsibilities as well.
Delegating your authority means giving your employees and team members a sense of empowerment. Some managers try to stifle and employee’s feeling of empowerment because they don’t want their subordinates feeling as though they have too much control. I couldn’t disagree with this more.
There are several benefits to giving your employees a sense of empowerment. They include:
A little bit of empowerment can go a long way in the workplace. You aren’t training people to replace you – you’re training them to be responsible, think on their feet, and not depend on you all the time.
Seems like a fair trade off to me.