People empowerment in organizations, is a
practice that is both embraced and feared. Embraced, in a world that is
constantly changing and feared when boundaries are crossed. There have been a
number of research studies that have positively linked empowerment with
increased team performance.
According to a study, organizations which
practice employee empowerment have 50% higher degree of customer loyalty. Another
research by Pepperdine University, suggested a clear relation between people
empowerment and financial success.
Many factors contribute to organizations
yielding the benefits of people empowerment. Here we will look at some of the
aspects:
Intrinsic empowerment
“Ask not……Ask what you can do for your
country” – JFK. Although, most people empowerment literature begins with
organizational or leadership perspectives, here we would like to begin with
team members themselves. People need to have the empowered spirit and know that
they have the power to perform and take the organization ahead. This enables
all the people empowerment efforts worthwhile.
Leadership
Although, its upto the people in the
organization to execute the responsibility given through empowerment, a
leaders’ role is vital here as well. Empowerment, begins with power sharing by
the leaders, where they make their people feel trusted and valued. It’s
important not to lock people up in box, through micromanagement that restricts
them from spontaneity and creativity both of which are required in todays’ VUCA
world.
Group Cohesion
People empowerment, that gives independence
in tasks, works well when there is interdependence. When interdependence lacks,
in a team with increased autonomy, the team performance is reduced.
Agreement
There has to be an agreement made between the
team members and the leaders inorder, to set boundaries, finalize training
plans etc that will make the people empowerment process work.
When done in the right manner, people
empowerment, enables leaders with more time for critical business aspects and
motivated team members.
