You might be surprised how many manager feel concerned when they need to leave their business - you see they have fallen short in being able to empower their employees to cope without them. And that's a problem...
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.
This is an insecurity issue - they feel their job is threatened if they are not the one making the call.
Working this way means they're a decision-maker and this undermines the value of each of their employees contributing fully.
Employees Will "Pass The Buck" Without Empowerment
Some employees enjoy being able to say, "call back on Monday", or "I can't make that decision, you need to speak with the manager".
That's because it postpones a decision to make the customer satisfied at the moment, and may involve more work on the employee's part, thinking out a solution or a discount maybe.
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
Only The Manager Is Responsible
It's easy for a manager to let this happen.
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.
In the front line with customers, having the power to solve their problems fast is a particularly valuable asset.
Customers Want Employee Empowerment
The customer is waiting for the "manager isn't here", and when he gets it, becomes extremely irritated.
Or worse, it's a way of passing the blame for the issue in question onto a manager, both by the employee and then the customer.
Managers facing such an intervention are more likely to have annoyed customers to face, which is not much fun for anyone.
Capable Employees Are Good For managers
The truth is, a manager is only as good as the power they give their employees.
For example, if you let your employees know that you expect them to make a reasonable decision in your absence, let them know that they are the manager in control when you are gone.
Having the knowledge that whatever happens, they will be fully backed up frees them to be creative and happy with their new responsibilities.
Any manager with that sort of team ethic will benefit hugely from the freedom that comes as a result.
With Empowerment Everyone's A Winner
For a manager to be brave enough to empower their people is one of the most enlightening actions they can take to remove some of the burdens that others can deliver.
They get a sense of ownership, power, and self-taught initiative that they can never get from somebody dictating to them.
A manager who unleashes the potential of their people in this way will achieve a fulfilment of their own possibilities and that of those in their care too.
Turning Teams Around
I have seen many staff turn around in attitude, teamwork, and cohesiveness, when they get a manager that believes in them, their decisions, and problem-solving with their peers.
For the manager, there is a sense of freedom, closely supplemented by a knowledge that they are developing their people - a wholesome fulfilling result for all. - 15431
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.
This is an insecurity issue - they feel their job is threatened if they are not the one making the call.
Working this way means they're a decision-maker and this undermines the value of each of their employees contributing fully.
Employees Will "Pass The Buck" Without Empowerment
Some employees enjoy being able to say, "call back on Monday", or "I can't make that decision, you need to speak with the manager".
That's because it postpones a decision to make the customer satisfied at the moment, and may involve more work on the employee's part, thinking out a solution or a discount maybe.
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
Only The Manager Is Responsible
It's easy for a manager to let this happen.
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.
In the front line with customers, having the power to solve their problems fast is a particularly valuable asset.
Customers Want Employee Empowerment
The customer is waiting for the "manager isn't here", and when he gets it, becomes extremely irritated.
Or worse, it's a way of passing the blame for the issue in question onto a manager, both by the employee and then the customer.
Managers facing such an intervention are more likely to have annoyed customers to face, which is not much fun for anyone.
Capable Employees Are Good For managers
The truth is, a manager is only as good as the power they give their employees.
For example, if you let your employees know that you expect them to make a reasonable decision in your absence, let them know that they are the manager in control when you are gone.
Having the knowledge that whatever happens, they will be fully backed up frees them to be creative and happy with their new responsibilities.
Any manager with that sort of team ethic will benefit hugely from the freedom that comes as a result.
With Empowerment Everyone's A Winner
For a manager to be brave enough to empower their people is one of the most enlightening actions they can take to remove some of the burdens that others can deliver.
They get a sense of ownership, power, and self-taught initiative that they can never get from somebody dictating to them.
A manager who unleashes the potential of their people in this way will achieve a fulfilment of their own possibilities and that of those in their care too.
Turning Teams Around
I have seen many staff turn around in attitude, teamwork, and cohesiveness, when they get a manager that believes in them, their decisions, and problem-solving with their peers.
For the manager, there is a sense of freedom, closely supplemented by a knowledge that they are developing their people - a wholesome fulfilling result for all. - 15431
About the Author:
(c) 2008 Martin P Haworth, a business coach and 25 year time served manager, is the author of Super Successful Manager!, a very simple, week-by-week performance improvement program for managers of ANY capability. Want a free sample lesson? It's waiting for you at http://www.SuperSuccessfulManager.com.
