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Empower to Engage

Introduction

Executive Summary

Make the Case

Understand the definition of empowerment and acknowledge that two-thirds of your employees could be disempowered

Employee empowerment is now crucial – there is more to do with increasingly less daily oversight

Additionally, employee empowerment is a driver of employee engagement, currently a hot topic in the world of HR

Compared to other drivers, employee empowerment has the largest impact on engagement levels

Beyond engagement, empowerment has countless additional benefits to the organization

Empowerment positively impacts individuals as well as the organization

Despite increased understanding of the importance of empowerment, there is still much room for improvement

McLean & Company Helps HR Professionals To:

Executive Summary
Effective employee empowerment is the biggest driver of employee engagement, a current hot topic in the HR world. Empowerment has a significant impact on an organization’s customer service, profitability, productivity, and retention.
Despite this, many managers are reluctant to give up control due to low trust in employee ability to make the right decisions. On the other side of the continuum, many managers delegate all responsibilities with little to no boundaries in an attempt to empower.
The effectiveness of employee empowerment is tied closely to the strength of the employee-manager relationship, which is thus integral to empowerment success.
Disempowerment and disengagement go hand in hand. Only 3% of disengaged employees are empowered.
There are some cases in which empowerment isn’t appropriate. Allow employees only the degree of empowerment that they can handle and to the extent the organization will tolerate. Empowerment levels vary significantly by organization.
“A” performers and those employees over 54 years old are the most likely to be empowered.
Use opportunities in which you have empowered employees to coach your staff using the GROW model.
Many well-known organizations have successfully empowered their employees, leading to strong business results, including 3M, Google, Best Buy, Zappos, and Whole Foods.
As a manager, you are responsible for fostering an environment in which employees can be empowered and for providing them with appropriate opportunities. However, empowerment is not something you give the employee – they must take the initiative and be willing.In the past, work was defined primarily by putting in time, and secondarily on getting results.
We need to flip that model. NO matter what kind of business you’re in, it’s time to throw away
the tardy slips, time clocks and outdated industrial-age thinking.– Cali Ressler, former HR Executive at Best Buy, who invented ROWE (Results Only Work Environment)