More power as a path towards improved employee satisfaction
According to McKinsey & Company, greater empowering of employees is a way to ensure the employees in question will then be able proactively to solve their needs and requirements without being limited by what their manager dictates. We all view situations to some extent subjectively; therefore, managers give team members instructions based on how they themselves see a given situation, leaving no scope for employees to solve it using tools they are familiar with and which correspond to their approach and personality. By having more power, employees can decide for themselves about these things and thus find ideal solutions that best suit them.
Room for one's own initiative means more flexibility
There is an old saying that if you catch a fish for one person, you feed them for one day, but if you teach them how to fish for themselves, you feed them for life. Managers who try to micro-manage employees will have continually to set up new rules and procedures for individual cases that employees encounter. It is much more effective and logical to establish a general set of rules and teach regular employees to work within this system so they can draw on it in specific situations regarding what to do and what they should achieve based on the expectations and priorities of the company.
Trust and personal accountability
The above-mentioned concept of course requires a certain trust from management towards employees. A transfer of power means some responsibility is taken away from managers and given to individual employees. Not everyone seeks more power, and it is always necessary to consult the parameters of empowerment with individual employees, ensuring they understand what it means for them and are willing to accept more accountability for both their deeds and potential mistakes.
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