Employee Engagement – Step3 Empowered Leadership

July 30, 2017

Finance and Healthcare

Empowered Leadership

Empowered Leadership

In discussing employee engagement, we need to be honest and reflective; we need to take a look at the management itself and reflect as to whether there are qualities lacking that may be causing problems down the chain. With leader empowerment, we can split our thinking into two parts: ability and desire. Not every person has the ability to be in a managerial position and not everyone who is able has the desire to do their job sufficiently.

True empowerment starts with hiring someone who has the skills needed to do their job. Hiring of unqualified management, which is more common than we may want to admit, puts everyone in a bad position. After all, the manager doesn’t know what the best course of action would be and employees become disheartened because those above them don’t appear to be competent.

Besides the obvious idea of hiring someone who is qualified, an organization that is dedicated to building employee engagement should also invest heavily in training. This creates the benefits of making sure a qualified manager stays up-to-date, improves their existing skills and even opens the door for promotions within the company itself instead of having to look outside for talent.

Another factor in this is that someone in a supervisory role may not have been given the authority they need to adequately do their job; a leader who is not given power cannot give powerful leadership. Often times decisions must be made and made quickly. Having to go to higher levels for approval slows down processes and make the manager seem weak in the eyes of those under them. When an employee feels that the person they directly report to have the ability to get things done, they will have better communication with them and production can move ahead. Many of us have seen the damaging effects that too much bureaucracy can have on the morale of the employees of a company.

So, we’ve discussed ability as an important factor in empowerment of leadership, but what about the desire? Without the desire to get things done, all of the empowerment in the world means nothing. Managers should have a desire to get things moving under them and if they don’t, to put it bluntly, they shouldn’t be managers. Employee engagement is destroyed when they can see that their managers are not only ineffective but they don’t care as well. Thankfully, this is rarely the case.

More commonly, the reason that managers may lack the desire to act is that they are bogged down with other work. Many companies keep management busy with managing performance metrics and as result, they only have the time to deal with low performers. The 80/20 rule that some managerial courses teach say that 80% of a manager’s time is spent with the bottom 20% of their employees, draining them of the energy to get other things done with the rest of their employees, making them feel neglected.

Thankfully, the truth is that if management has the ability and desire to do their job, this empowerment has a direct result on employee engagement. As long as the qualified people are in the positions and doing their job to the best of their ability, positive results will trickle down the chain.

Step4: Accountability

Author Bio: Judd Humpherys is a consultant in the home healthcare industry. He leverages expertise to drive gains in revenue, reduce tax liabilities, improve operations, development consistent census growth, and comply with all Medicare regulations. Clients attain and sustain outstanding results through the measurement of key metrics and enhanced employee engagement.

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