How CEOs Can Empower Teams to Improve Business Results

Because team morale depends on their shoulders, corporate leaders have much more influence than they know in terms of business operations. It goes without saying that team empowerment has a direct correlation with overall work happiness, performance, and dedication to the firm.

Then there's the old adage that "happy employees make happy customers." Executives recognize the importance of empowering their staff, yet more than 80% believe they aren't doing enough to bring out the best in them.

There are three sorts of employee empowerment that executives should be aware of, according to Economics Discussion: suggestion participation, work involvement, and high involvement.

Suggestion participation, as the name indicates, refers to workers openly expressing their ideas with senior management for consideration. Employees who believe their voices have been heard by their bosses are 4.6 times more likely to feel empowered to produce their best job.

Job responsibilities are redesigned so that individuals may individually tap into their skill sets when it comes to job engagement. Employees get a lot of feedback on how good their efforts are. Final choices, like suggested participation, are decided by top management.

Entry-level workers in high-participation businesses have a feeling of involvement that extends beyond their job performance. These team members are well aware that their contributions play a distinctive and important part in the overall success of the business.

These personnel will eventually improve their problem-solving talents as they work on initiatives that demand collaboration.

When it comes to properly empowering people, context is crucial

Individualized recognition, meaningful one-on-one interactions, and providing staff liberty to accomplish things their own way are all examples of team empowerment in its most basic form. It's also crucial to forgive them for tiny errors and show them respect in order to earn their regard.

While each of these may seem straightforward, some imbalances might do more damage than benefit.

For example, giving workers more duties (especially difficult ones) isn't always a good way for them to show their value and advance up the corporate ladder. It may eventually become a burden for workers, resulting in a significant rise in work-related stress.

The importance of context cannot be overstated. Autonomy, for example, is highly valued in creative sectors and positions since it is seen as a show of respect for one's abilities and a chance for self-development. This isn't true for all sectors or jobs. Autonomy, on the other hand, might be seen as an indication that the leader is unable to lead and is attempting to avoid making tough choices.

Is there a one-size-fits-all strategy to employee empowerment that can be regarded foolproof and safe in all circumstances? Yes, by really expressing support.

The easiest method to show them that you care is to show them that you care

It is critical for leaders to demonstrate support for their workers by providing them with the tools they need to master their jobs and achieve success in their positions. Training, coaching, resources, role models, and guided experiences are all examples of this.

This also refers to providing workers with suitable software that has been built from the bottom up for their responsibilities in an increasingly digital environment. Salespeople, for example, need software for customer relationship management, whereas growth marketers and user acquisition managers want tools to maximize the effectiveness of their ad campaigns.

These technologies will enable team members to perform more effectively, resulting in much improved long-term outcomes for the company. Of course, they must be properly trained in the tools at hand if they are required, and their proposals for alternative/additional instruments must be welcomed.

Employee empowerment is more important than ever in the post-pandemic world, especially when you consider that "businesses with highly motivated workers are 21 percent more profitable," according to Achievers, while "disengaged employees in the United States alone cost businesses a staggering $450 to $550 billion each year." With this in mind, there is no better moment for company leaders to consider the best methods to provide their staff with the tools they need to succeed in their domains of expertise.

Thanks to Ido Wiesenberg at Business 2 Community whose reporting provided the original basis for this story.