Employee empowerment and delegation
Does the above two concepts go hand in hand?
Are they sequential or simultaneous?
After you delegate, then you empower?
Or do you empower first before you delegate?
Tough questions...
Well, as leaders and managers, we often find ourselves in such a situation.
More often than not, we should aim to empower our staff at all levels, so that when we do delegate tasks to them, they are already empowered to deal with the task at hand.
Bear in mind that you can only delegate the task, but you cannot delegate accountability. If your staff screws up, you must bear the responsibility. This means you must equip the staff with the necessary knowledge and skill-sets, and the organizational tools, before you delegate the task. At the same time, make sure the staff is empowered to act on it, rather than curtailed in his/ her own approach to resolving the task at hand.
What is the worst kind of delegation? One where staff is dis-empowered - where the manager micro manages the process. True, you need to tend to the staff after you have delegated the task in the beginning, but bear in mind the fine line not to be crossed. You can be nurturing, but make sure you are not micro managing.
Micro management - yucks!
Happy delegating!
Happy empowering!
#iWish
iWish - Gifting Made Easy!
No comments:
Post a Comment