Masonry Magazine February 2002 Page. 8
EMPOWER
... AND ACHIEVE!
by Richard G. Ensman, Jr.
Ever wonder why one employee constantly strives to do and accomplish great things while another seems to struggle to meet his daily responsibilities? Ever wonder why one employee seems bursting with energy and enthusiasm, while another only grudgingly meets deadlines?
While many factors influence the attitudes and performance of these employees, a crucial difference between the stars and the stragglers may be the degree to which their supervisors have empowered them in their roles.
Using finely-crafted people skills, empowering supervisors motivate their employees and inspire them toward excellence. Are you an empowering supervisor? Do you spur your people forward in a positive and enthusiastic spirit?
You can always improve your "empowerment" skills and use them to reach new heights in achievement. Use this handy empowerment checklist as a place to start.
Are you goal-driven?
Empowering supervisors focus their attention and the attention of their employees on important goals. To empowering supervisors, the achievement of goals is one of the greatest prizes the workplace can offer.
Do you encourage your employees to set goals?
There's a big difference between an employee-established goal and an employer-established goal. Empowering supervisors encourage their employees to develop goals and objectives themselves. And when an empowering supervisor must establish her own goal, she coaches her people to recognize its importance and adopt it as their own.
Do you specify the appropriate level of delegation when you make assignments?
As a general rule, the more you can delegate, the better. But the important thing to remember is this: when you give assignments, let your employees know exactly how much authority and responsibility they have. This prevents misunderstandings later on and, more importantly, allows you to firmly recognize their skills and potential.
Do you give your people authority commensurate with their responsibility?
Never ask an employee to complete a complex or sophisticated task without giving him the authority to complete it. By giving authority to your employees and by coaching them in its use you'll motivate them toward excellence.
Do you give appropriate assignments?
You probably know that employees must be supervised in a variety of ways. The skills, backgrounds and temperaments of any given employee will strongly influence the techniques you use to guide his work. By matching work assignments with employee backgrounds, and by building growth opportunities into each assignment, you'll motivate and empower your employees.
Do you build on success?
If you haven't had much success in building employee responsibility in the past or if you're not sure how your employees will respond to growth opportunities-start doling out responsibility with simple assignments. These assignments may well give your employees a taste of independent action and success, and motivate them to try bigger things later on.
Do you hold people accountable for results?
Empowerment implies responsibility. If an employee fails at a task, you can - and should - encourage her to accept responsibility for the consequences. But you should also use the occasion as a learning experience, and balance the failure with an affirmation of her strengths and successes.
Do you provide tools and resources?
Empowered employees have a variety of resources to fall back on as they pursue their goals. Examples of these resources might include tools, supplies, equipment, consultative help and travel. Let your people know what's available to them as they begin assignments.
Do you allow employees to pursue their own workstyles?
Hold your employees responsible for results and for the means by which they achieve those results. Within the limits of organizational policy, give your people latitude over schedules, work activities and deadlines. Monitor their progress, certainly, but offer trust and confidence in your employees' ability to handle work activities however they think best.