It's amazing how many managers feel that they just cannot be absent from their workplace because they are 'irreplaceable'. By empowering their employees, much more is possible...
It must be very wearing for managers to feel that they just cannot absent themselves, when they are missing people in place who can do a great job in their absence.
Empowerment - A Management 'Must-Have'
Many managers are taught to be "hands-on" and not pass on tasks of any importance to their subordinates.
They feel that if they don't keep on with the 'doing' they will be falling down on their job somehow - or maybe that their people will regard them as slacking in some way!
So they find it hard to not do the whole job, despite having people around them who would willingly do a bit more.
Without Empowerment Employees Will Do Less
Where there are a bunch of employees who are not able to contribute fully because a manager hasn't been able to 'let go' enough, they almost wilfully step back when they could get more involved.
They shy away from making decisions they aren't regularly called to make.
If a manager makes all the top decisions and involves his people as a minimum, they will do as they're told, collect their regular salary slip and do only what's asked of them.
Managers Bring This On Themselves
Many managers do this without even thinking.
They need to know that they will be far better in their own job when they give their people the ability to decide for themselves the actions to take.
Most decisions that are to be made, when the customer is in your face, demand immediate resolution.
Delighting Customers With Employee Empowerment!
The customer is waiting for the "manager isn't here", and when he gets it, becomes extremely irritated.
They can see it as a stalling technique and is more likely to require more costly remedies for the problem the customer has.
Managers facing such an intervention are more likely to have annoyed customers to face, which is not much fun for anyone.
Strong Teams Make Managers Great
Look, managers are not perfect in every way - they cannot fix everything in their business on their own; it's their ability to get the most from their people that makes the difference.
For example, if you let your employees know that you expect them to make a reasonable decision in your absence, let them know that they are the manager in control when you are gone.
Having the knowledge that whatever happens, they will be fully backed up frees them to be creative and happy with their new responsibilities.
You are giving yourself more freedom in the process, and mentoring them into becoming a manager.
What Empowerment Brings
Of course, when a manager has been used to keeping every tricky decision to themselves, it's a bit of a fear to let things go - and it can be one of the best things they can learn to do.
Individuals start to flower in their abilities and become the swan to the ugly duckling of the past. - producing results even beyond their own imagination.
This is the principle of management development through empowerment.
Turning Teams Around
Any manager who develops the way they empower their people will be pleasantly fascinated at how they see individuals develop as part of the team output.
For the manager, there is a sense of freedom, closely supplemented by a knowledge that they are developing their people - a wholesome fulfilling result for all. - 16738
It must be very wearing for managers to feel that they just cannot absent themselves, when they are missing people in place who can do a great job in their absence.
Empowerment - A Management 'Must-Have'
Many managers are taught to be "hands-on" and not pass on tasks of any importance to their subordinates.
They feel that if they don't keep on with the 'doing' they will be falling down on their job somehow - or maybe that their people will regard them as slacking in some way!
So they find it hard to not do the whole job, despite having people around them who would willingly do a bit more.
Without Empowerment Employees Will Do Less
Where there are a bunch of employees who are not able to contribute fully because a manager hasn't been able to 'let go' enough, they almost wilfully step back when they could get more involved.
They shy away from making decisions they aren't regularly called to make.
If a manager makes all the top decisions and involves his people as a minimum, they will do as they're told, collect their regular salary slip and do only what's asked of them.
Managers Bring This On Themselves
Many managers do this without even thinking.
They need to know that they will be far better in their own job when they give their people the ability to decide for themselves the actions to take.
Most decisions that are to be made, when the customer is in your face, demand immediate resolution.
Delighting Customers With Employee Empowerment!
The customer is waiting for the "manager isn't here", and when he gets it, becomes extremely irritated.
They can see it as a stalling technique and is more likely to require more costly remedies for the problem the customer has.
Managers facing such an intervention are more likely to have annoyed customers to face, which is not much fun for anyone.
Strong Teams Make Managers Great
Look, managers are not perfect in every way - they cannot fix everything in their business on their own; it's their ability to get the most from their people that makes the difference.
For example, if you let your employees know that you expect them to make a reasonable decision in your absence, let them know that they are the manager in control when you are gone.
Having the knowledge that whatever happens, they will be fully backed up frees them to be creative and happy with their new responsibilities.
You are giving yourself more freedom in the process, and mentoring them into becoming a manager.
What Empowerment Brings
Of course, when a manager has been used to keeping every tricky decision to themselves, it's a bit of a fear to let things go - and it can be one of the best things they can learn to do.
Individuals start to flower in their abilities and become the swan to the ugly duckling of the past. - producing results even beyond their own imagination.
This is the principle of management development through empowerment.
Turning Teams Around
Any manager who develops the way they empower their people will be pleasantly fascinated at how they see individuals develop as part of the team output.
For the manager, there is a sense of freedom, closely supplemented by a knowledge that they are developing their people - a wholesome fulfilling result for all. - 16738
About the Author:
(c) 2008 Martin Haworth, a business coach and 25 year time served manager, has written Super Successful Manager!, a very simple, step-by-step weekly performance improvement program for managers of EVERY skill level. Want a free sample lesson? It's waiting for you at http://www.SuperSuccessfulManager.com.
