Manager hacks that build trust and drive empowerment

 

I‘ve heard a lot of talk about empowerment lately, so I thought I might offer a perspective (and maybe some advice) on the topic.  Let’s start with a definition we can all rally around, shall we? “Empowered employees believe they have the tools, resources, autonomy and support they need to act independently and be held accountable for the decisions they make” – Society for Human Resources Management. As much as we’d like, this doesn’t just magically happen….. If you show up on a Tuesday and say “OK team, you’re empowered“.  I’m sorry to tell you, you will be pretty disappointed in the results. You see, for employees to actually act independently –  to make decisions on behalf of the company – to help them achieve their objectives, people have to feel safe.  Employees have to feel like they have the ability, but also the backing by their managers and leaders, so if a mistake is made, the don’t find themselves under a bus.  Empowerment includes 3 elements:  1) Employees need to feel confidence in their decision making ability. 2) They need to believe they’ve got the relevant information to make a decision.  3) Most importantly, they the need to feel they have the backing of their boss. Empowerment is a learned attribute that takes time to develop, and it’s very easy to break! It all starts with trust… and, as you know from experience, trust is a two way street.  If you’re truly interested in creating an environment where your people feel empowered, here are some things you can try today, to start building that trust.  Leaders should lead from the FRONT (or even from the middle), not from the TOP. Build trust that leads to empowerment Creating and building trust between yourself and your people is foundational to creating an environment of empowerment.  If your team members don’t feel trusted, can you reasonably expect them to take on the kind of responsibility and commitment that comes along with being empowered? 1- Delegate to develop your team – Often times, managers offload tasks they don’t have time to do, or are “beneath them” to team members to complete.  While that certainly gets the job done, it doesn’t do much to challenge and inspire the people on your team. Instead, delegate problems to solve or challenges to achieve.  Giving employees more responsibility creates value, not only to the business, but also to your employee. This not only helps build skill, experience, and confidence, it also sends a message to them that you trust them and they are valued. 2- Let the team choose the path – It’s more than likely ok for a team member to get from point A to point B in a way you didn’t expect. When you delegate, be ok with the fact that the employee may do it differently than you would.  This is how they (and you) learn and grow! Relinquishing control, resisting the urge to micromanage, and accepting that there are countless ways to get a job done, is very empowering and invigorating! 3- Ensure they are equipped with the tools they need – If you’re looking to build trust and empowerment, you need to make sure your people are supported and have access to the resources, tools and information necessary to make a good decision, and to get the job done. Delegating without support will have the opposite effect that you’re looking for. 4- Genuinely accept ideas and input – Whenever possible, include your team in decision making, strategy development and goal setting.  If they can’t be involved in the preliminary discussions, leave room to incorporate their feedback.  Nothing says “you’re not empowered” like asking for feedback and then being told it’s too late to incorporate it. 5- Give constructive feedback – When reviewing an outcome, debriefing a project, or viewing a demo, “good job” is nice to hear for sure, but providing specific feedback about the actions or attitudes you’d like to see amplified and repeated, and why you’d like to see more of that is a really powerful way to build confidence and trust among your people. Creating a culture of trust and safety is a great way to encourage team members to feel empowered, as does letting your team know you believe in them and have their back. When employees trust and respect their leader, they are typically more motivated, inspired, and dedicated. Just remember, these steps to an empowered team are just a start. You have to continuously nurture that trust and safety. The feeling of empowerment is hard to build, but even harder to keep alive and vibrant. It takes intention and attention, but it’s so worth it. One last “Coach Dan hint” before I go:  Be sure you want to actually do this before you start.  There is a big difference between saying the right things and behaving in a way that builds trust and grows empowerment. (Team members can tell pretty quickly when managers or leaders say one thing but behave a different way.)  This will hinder your efforts from the beginning. So, Are you ready? What’s stopping you from building that trust with your team, and taking these simple (but maybe not easy) steps today? We got this! T.E.A.M = Together, Everyone Achieves More. We all win together.