Are there risks related to empowerment

When employees have the authority to make their own decisions, it can slow down the need to implement important changes or processes a business may need. There may be decreased efficiency or productivity. It creates a blurred chain of command. The problem with employee empowerment is that it may ultimately mean managers and supervisors must take more control over the decisions of their employees instead of less.

This is because the management structure becomes streamlined and the chain of command becomes blurred. If something goes wrong, who ends up being at fault? What motivates people to work? Money may be the primary reason, but beyond a certain limit it fails to. Organizations have been trying out different things to increase the level of motivation of its employees. Employee empowerment is one of them.

Employee empowerment means that an employee is given a chance to be enterprising, take risks without compromising with the organizational goals, mission and vision.

His say in the process of decision making in increased. Employees solve their own problems, and move on to the next task. Being able to make decisions and devise innovative solutions increases employee satisfaction as well. Empowered employees feel as if their contributions matter; when the company trusts them to make decisions, morale increases, and as a result, so does productivity.

Giving your employees the training, tools and guidance to make independent decisions often encourages them to produce quality work and helps your business meet its goals.

In fact, a study of Canadian hospitals conducted by the University of Alberta found that a culture of employee empowerment and ownership is a key to reaching quality improvement goals and maintaining quality standards. When properly trained employees are empowered to solve problems, take risks or be creative in their approach to work, they are more likely to assume ownership of the tasks. Whether the job is caring for ill patients, developing an entire product line or simply selling movie tickets, empowered employees often feel as if they have a stake in the organization and their work and strive to consistently produce quality results.

Organizations that promote an environment of trust, clear communication, delegation and accountability tend to be good at employee empowerment. Here are five key practices that will help your managers and leaders empower their employees. Clear communication of vision is central to embedding a sense of ownership in your workforce. People who understand the vision and how their work contributes to achieving that vision are more likely to feel a part of something rather than just another number on the staff rota.

Delegating responsibility for work that is designed to improve the capabilities of your employees helps them develop professionally. People become stifled in their work when they are micromanaged.

Instead of managing tasks, delegate the responsibility for them, setting expectations clearly and providing guidance on responsibility. Decisions will be made autonomously, but in line with organizational needs. Especially when engaging people in transformational change , being open to ideas and involving people in decision-making helps to empower employees and bring out innovative thinking.

Ensure that you recognize people for their effort and good performance, providing positive and constructive feedback to aid continuous improvement. Positive feedback and recognition encourages people to be more creative problem solvers.

Weighing up the pros and cons of employee empowerment, the potential benefits to individuals, teams and the organization are clear and tangible. The potential drawbacks can be controlled by good management techniques, including:. Within a culture of employee empowerment, organizations will develop higher-performing teams that think for themselves, developing innovative solutions as they work toward shared goals — and not a robotic workforce consisting of people who do what their managers tell them and now more.

Emotional intelligence among leaders is also associated with the ability to embed a more empowered workforce, helping people to take the initiative and evaluate their own performance. In short, if an empowerment strategy is well managed, your people will become partners in your success.

They will become a transformative force that will jumpstart change and ensure the goals of your strategic vision are accomplished. In the meantime, to learn how Forward Focus can help your organization benefit from the advantages of employee empowerment, contact us today. Toggle navigation. The Pros and Cons of Employee Empowerment. There are both pros and cons of employee empowerment, and here we discuss the advantages and disadvantages that are tangible and potential.

Download this free eBook to learn how to overcome resistance to change. Download eBook now. Is a culture of employee empowerment right for your organization? Research published in the Journal of Applied Psychology Antecedents and consequences of psychological and team empowerment: a meta-analytical review — Siebert, S. However, as with any organizational strategy there are both pros and cons of employee empowerment. What is employee empowerment?