I hear a lot of leaders claim that their teams are empowered. Yet when I meet employees, I hear stories of micro-managing and doing things all because the boss says so. I also overhear conversations in the elevator about how they feel so restricted and unhappy. (I even heard one attending a phone interview in their office lobby!)
This article is not intended to point fingers at anyone and prove who is telling the truth about their team’s state of empowerment. Perhaps, we all have a different view of what empowerment really means. So to ensure we’re on the same page, read this article on the myths about empowerment.
Done reading?
Now that we have a common understanding of what empowerment really is, let’s explore the signs so you can tell if your team really does feel empowered.
Empowered employees volunteer for tasks, even the hard ones
You know your team is empowered when the members act on ideas, volunteer for stretch assignments, and initiate improvements even without being asked to. You might hear them say, “I noticed this issue is recurring so I put something together to fix it,” or “Let me take a stab at this and holler when I need your input.”
Empowered employees speak up, even when uncomfortable
Speaking up might come easy for those who are naturally assertive. You know the team is empowered when even the most quiet or shy ones are courageous enough to speak up. You might hear them express a different point of view, ask tough questions or even follow-up on commitments of others. This is because they know and feel that it is a safe space to disagree, share and question.
Empowered employees have a strong sense of ownership
It’s easy to say that the members of the team have a strong sense of ownership just because they get things done on time. Having a strong sense of ownership goes beyond just owning up to the tasks and responsibilities, but also to the results. You wouldn’t hear empowered employees say, “I just did what I was told, so the outcome is not on me.”
Empowered employees understand the “what” and the “why”, and are in control of the “how”
It’s easier to just tell people what to do, than to paint a clear picture of the goal or the challenge. This is what leaders tell me when they go through the Essential Coaching Skills for Leaders Program. Many leaders feel that sharing the why (purpose or context) behind the what (goal or challenge) is not only time consuming but also unnecessary. They think that employees don’t need to know or they simply don’t care. Your team wants to be part of the organization’s bigger goal and purpose. This makes them feel valued. Transparency increases trust, and involvement increases accountability.
Empowered employees don’t need you for every decision
It feels good to be needed and wanted. Some leaders consider it as a badge of honor when they feel needed by their teams, for approvals, decisions, and more. But not all decisions need to be escalated to your level, especially if you’re a senior leader already. Do you also have to make the call on what flavor of pizza the team will order for the Friday Game Night? Having your team over-reliant on you is not sustainable long term. Think about how you can take time off or pursue your own career growth.
When employees are empowered, they are confident to make decisions themselves. They know they are trusted, they know their scope, and they have the information and experience to make sound decisions.
Empowered employees have each others back
In empowered teams, collaboration is not forced, but it happens naturally. In my program, 5Cs of Excellent Teams, one of the activities reveals how collaborative the teams naturally are. In some teams, you’d see people readily lend a hand to someone in need, while others would sit and wait, concerned that helping might be seen by others as overstepping boundaries. All are valid points. But in a truly empowered team, you’d hear them say, “I can help with that” or “Why don’t we do it together?” Team members also celebrate each other as individuals, and show pride in their collective achievements.
Is your team really empowered?
Which of the above signs are consistently evident in your teams? If some or most of these signs are present, then it’s fair to say that you’re doing a great job empowering your team. If there are areas which are not yet evident in your teams, the good news is that you can still do something about it. You can start by developing your skills as a leader-coach.
You got this! 🙌🏼
No Special tools needed. You can start today, and do it consistently to make a difference. Coach Kurly de Guzman is a Career and Leadership Coach and one of a LinkedIn’s Top Voice based in the Philippines. She continuously seeks ways to help coaches, leaders and teams thrive through her newsletter, leadership and career development workshops as well as group and 1:1 coaching session for clients.
To work with Kurly, send an email to hello@kurlydeguzman.com or book an exploratory call to discuss your organization’s needs here
