When a manager feels unable to be away from their business, because they do not have capable people in place, it must be a very frustrating experience.
Empowerment – A Management ‘Must-Have’
Many managers are taught to be “hands-on” and not pass on tasks of any importance to their subordinates. When they try to take a step upwards into a full management role, it makes them feel uncomfortable – as if they are now working ‘hard enough’.
So they find it hard to not do the whole job, despite having people around them who would willingly do a bit more.
Without Empowerment Employees Will Do Less
If employees don’t develop the understanding that they are empowered to do what they can with the freedom that provides, they will always pass the monkey back to the manager. That way they can get off making a decision and risk less.
By having this sort of relationship with employees where they know the manager takes all the key steps, they will do only what they are told, which is a big burden on the manager.
Managers Bring This On Themselves
Many managers do this without even thinking. It’s quite a step to recognize that employees will evolve their capabilities when they have the trust of the manager and are allowed to do more.
Particularly for customer-facing employees, the ability to act fast and delight customers needs to be a given in any business.
Customers Want Employee Empowerment
Customers like to have their problems fixed by the first person they approach. Having an employee call for the manager only causes irritation and frustration.
They believe that the manager is waiting in the back office, or that the employees have been trained to give this response, and therefore, it becomes an excuse for the employees to blame it on the manager, and the customer to blame it on the manager. It’s a no-win situation for a manager that wants to portray that they are in control.
A Manager’s Strength Is His Team
A manager cannot do it all – their performance depends on how they get the best from their team. By giving employees the capacity to act on the manager’s behalf they will benefit incredibly with that level of trust.
You will stand behind the logical decisions they make, and then let them know what you might have done different, you are teaching them to become a manager.
You are giving yourself more freedom in the process, and mentoring them into becoming a manager.
With Empowerment Everyone’s A Winner
Of course, when a manager has been used to keeping every tricky decision to themselves, it’s a bit of a fear to let things go – and it can be one of the best things they can learn to do.
They get a sense of ownership, power, and self-taught initiative that they can never get from somebody dictating to them. This is the principle of management development through empowerment.
Turning Teams Around
Any manager who develops the way they empower their people will be pleasantly fascinated at how they see individuals develop as part of the team output.
They begin to reach a level of management development that all managers should desire-a staff that can exist without them.
(c) 2008 Martin Haworth is the author of Super Successful Manager, an easy to use, step-by-step weekly development program for managers of EVERY skill level. You can get a sample lesson for free at http://www.SuperSuccessfulManager.com