Well, a one man organization surely can achieve success. But far more frequent is success achieved by putting the right people into right positions and letting them do the work. Well defined limits with enough freedom in their area of competency, is what you need when you want to make your subordinates contribute to your joint goals. Evaluate the true capabilities of your employees by allowing them discretion over little things and observe their performance over a considerable time, advises the leadership.com website.
Let your employees show what their real limits are
Many subordinates are not doing the best they are capable of doing, simply because they are not given any space to develop. So often a manager’s role should be giving his people chances to demonstrate their abilities. Their full level of capability can often surprise you. Letting his subordinates grow with him is in the key interest of a manager. When you hire an employee, check his abilities thoroughly by regularly giving him demanding tasks. You need to find his limits. Latitude and discretion over little tasks can help you find out, little by little, what he or she is really worth to you.
Mistakes are OK
Mistakes help people to grow, therefore you should encourage them to take the initiative and risk making some mistakes and accept some failure. That will allow them to gain experience and although it can be expensive, it is the only proper way to let your people develop in their positions. These costs will be paid back in the long run. This approach fosters self-confidence in your employees. They become more enterprising and energetic.
Empowerment fuels loyalty
An employee wants to work for a company where he can achieve the greatest efficiency. Giving too many instructions can sometimes be fatal to a relationship between an organization and its workers. The right type of employees feel better when they can choose their ways of achieving their goals and fulfilling the duties you have given to them.
Read more about empowerment here.
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