If mistakes happen, don’t punish employees. When you let go of micromanaging and empower your team, honest mistakes are bound to happen. Download our free eBook, “The Executive’s Guide to Leading Multi-Generational Teams,” for practical advice on how to communicate with, motivate, and manage each generation. Many executives manage teams that span five generations: The Silent Generation, Baby Boomers, Generation X, Millennials, and Generation Z. Then, invest in training and development to help them improve their understanding of concepts where they’re lacking.ĭownload our eBook: The Executive’s Guide to Leading Multi-Generational Teams You can give them more opportunities to shine by empowering them to tackle tasks and projects suited to their strengths. You may discover ones you hadn’t considered before.Ī better understanding of your team helps you lead them more effectively. Meet with each employee and ask them what they view their strengths as. Don’t assume you know all the strengths of your employees, though. When you’re delegating tasks within projects, do so based on employee strengths. Gallup research shows employees who use their strengths daily are 8 percent more productive and 15 percent less likely to quit. When employees are able to use their strengths at work, their confidence builds and they’ll feel more empowered. Be blatant about your encouragement of “thinking outside the box,” so employees embrace innovative problem-solving and task completion. Don’t discourage different opinions or ideas. You may have a vision for how you want something executed, but your team members may have more creative and efficient ways to complete a task.īe open to new ways of doing things, since that is how your team will grow. Then ask questions to gain input on how to navigate the course to getting there.Īn early brainstorming session among team members clues employees in to effective paths to take. Work Toward a Common Goal, But Not a Singular PathĮmployees will feel empowered from the start of any project when you make the decision-making process collaborative. So how do you empower your team to make decisions for your business? Here are five ways. A study by Zenger Folkman 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. ![]() Engagement matters, because businesses with highly engaged teams outperform peers by nearly 150 percent in earnings per share, Gallup research reports.Įmployee empowerment is directly tied to results. Boosts engagement throughout the workforceĪ study of more than 7,000 employees found workers who felt a low level of empowerment had an engagement level at the 24 th percentile, compared to employees with a high level of empowerment who had an engagement level at the 79 th percentile.And it can hurt business revenue.Ĭonversely, empowering employees to make decisions for your business: Micromanagement is one of those deceptive business techniques that might appear productive, but that can really create a toxic business environment.
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