First of all, let people own outcomes, and not just the tasks. Be clear about what success looks like, then step back on how they get there. Nothing brakes empowerment faster than micromanagement with a smile! Share context, not just instructions…teams do their best work when they understand why something matters. Context turns employees into decision-makers instead of order-takers.
Create psychological safety, meaning people can ask all necessary questions, can admit mistakes, and feel comfortable when disagreeing. Arrange regular check-ins, but for support, and not for surveillance.
Make sure that your teams are properly equipped…have your teams got the right tools, and have they be given clear priorities…they also need time to think and not just react. Remove obstacles like unnecessary approvals and meetings.
Reward learning, not just success. When something fails, ask, “what did we learn”, not “why did we mess up”! Recognise impact, not just effort, and be specific with praise…”what they did”…”why it mattered”…”who it helped”. Public recognition builds confidence…private feedback builds trust.
By developing people, results will build too. Ask regularly, what do you want to learn next, and where do you want to grow?”. When people feel invested in, they invest back in both you, and in the business.
The Timpson’s model is all about “bottom up management”, pushing decisions as close to the work as possible. If your team needs your approval for everything, they’re not empowered!
Empowerment isn’t a one-off initiative. Say what you mean, do what you say, every time.
Empowering employees leads to increased productivity, higher job satisfaction, improved morale, and enhanced creativity, ultimately benefiting the organisation as a whole. Are you getting all of the benefits?
Ken Blanchard
