Common misconceptions when it comes to empowering people
One of the most pressing issues that most companies have to face during their developmental process is low engagement level within their team, this could significantly affect the performance and job satisfaction of their employees.
As a matter of fact, businesses with highly engaged teams outperform peers by 150% in earnings per share, Gallup research reports. The research has also indicated that low engagement level is closely linked to low level of empowerment.
Employee empowerment is directly tied to results. A research found 4 percent of employees are willing to put in more effort when empowerment is low, while 67 percent are willing to go above and beyond when empowerment is high.
Despite the imperative of people empowerment, there are a certain degree of misconceptions and overgeneralisation when it comes to this approach. Our article will address the most common mistakes people tend to make when trying to motivate and empower their team.
1. Not communicating values
Values and principles are the core to a company or organization’s operation, leaders should prioritize communicating company’s values to their employees, especially those who just got on board recently. They need to understand their company’s cultures and values to see if those align with that they hold, also, they could get a sense of what is expected from them so no false assumption or misunderstanding would get in the way of the operation.
2. Avoiding candid feedback
Feedback and growth are always in tandem, especially in a professional environment, leaders should let their employees voice their honest opinions after a coaching session or empowering program to see what they have done right and what they lack in order to refine and develop the program.
3. Not all employees respond to empowering leadership in the same way
As a leader, you should know that different people react and respond differently to the same exact approach. That is to say, a leader should not expect all of the members of his or her team to assimilate the motivational speech or a pep talk at the same pace. In fact, an effective leader should learn how to accept differences within the team and utilise the diversity to enhance work outcome.
4. Empowerment is about supporting employees not exuding leaders’ control
Some leaders see the meetings and conventions that are held to empower their team as opportunities to exert their influence and gain respect from their employees. This is rather an outdated and greatly condemned notion by most workers, since the 2020’s definition of a great leader entails creating an innovative and open workplace, not a place where their employees feel forced and supervised from 9 to 5.
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