To become a competitive profitable company, your people must be allowed to do the best they can and be able to contribute their fullest capabilities. They must not be held back by an owner or boss who controls every decision or move employees make. In order to win a professional basketball game, the coach designs the plays and trains the plays, and then asks the players to execute the plays without his involvement or micromanagement to the best of their abilities and skills.
Coaches need skilled players who know how to implement the plays plus make decisions how to adjust and do what’s necessary to counteract the opponent’s moves. In business, when things don’t go as planned, employees must also be empowered to decide what adjustments they need to make to implement a successful outcome, installation, or completion. This type of working environment is called an empowered workplace.
To give power or authority, enable, authorize, or allow others to perform an act or task.
Many company owners grow their companies by controlling every move on every job or project with every employee. Then they get stuck at their level of control and stop growing. This causes them to stress out at their frustrated situation. The answer to their problem is to learn how to empower decisions to their team leaders and key employees so they can focus on more important priorities like growing their company.
When an owner makes all the decisions for employees, they become overly dependent on the owner. In this condition, employees stop improving, as their boss doesn’t allow them to learn from their own decisions and mistakes. When employees don’t have to make decisions, they can’t become accountable or responsible either. This in turn, frustrates the boss who’s struggling with all of the pressures of doing everything him or herself.
In order to start an empowerment attitude in your company, it takes more than wishful thinking or a few meetings. You will have to commit to letting go of major decisions, start a training program, and be willing to watch people make some mistakes. But, your people will learn what it takes to step up to leadership quickly if done in a systemized manner. Your employees and managers will learn to stop relying on you to make decisions for them, and decide that it is better to be accountable than a robot or puppet of their boss. This major shift starts at the top. Once you decide to empower your managers and players, you can’t revert back to making decisions for them. You will have to train and trust, just like a coach. And eventually your team will gel and become more competitive, faster, stronger, and better than when you were totally in control. Ready to learn how?
Are your employees empowered?
In an un-empowered workplace there are many common signs. Which of these symptoms exist in your company?
These is a lot of negative energy.
People don’t tell you the truth.
People don’t volunteer for responsibility.
People aren’t excited about their jobs.
Nobody offers their comments in meetings.
People don’t admit when they make mistakes.
People don’t ask for help when they need it.
People only do what they’re supposed to do.
People wait for direction.
People won’t make decisions without asking.
All of these situations indicate your company is managed by a controlling boss who doesn’t delegate or empower people. When people are controlled, they are kept down and don’t perform to their fullest capability. When people are empowered to make decisions and play the game, they feel they make a difference, become responsible for results, get involved, become an integral part of the team, take initiative, and contribute their full talents and ideas.
Let go to grow!
As a manager or boss, you’ve got to give up power and control to improve performance, effectiveness, results, productivity of your team. Don’t let the pressure to achieve more with less keep you stuck in your natural tendencies to be the boss and want to stay in-control. When you give up power and control, you gain motivated, inspired, fulfilled, and excited employees who want to meet or exceed goals and achieve higher results by working together as an empowered team. When you control people, they feel restricted and stop trying to do their best. You can’t afford this in today’s competitive economy.
People want to be accountable, responsible, and make a difference. But controlling bosses don’t let them and keep them feeling oppressed. When employees are told what to do, they do only what they’re told at a minimum acceptable pace.
Empowerment is about teammates working together without a dictator constantly telling them what to do. Team captains become problem solvers and responsible for results as they review the situation at hand, explore choices, and then decide action plans with input from their team. This allows team players to feel like they’re valuable. When employees are involved in making decisions, they feel ownership and want tasks to succeed. This increases performance and higher productivity.
In the old model of management, the boss’s job was to keep employees under his or her tight control. The best boss ran the tightest ship. His job was judged by how closely he watched his employees. In an empowered team, players are expected to make their own decisions and decide what to do on most tasks. The coach watches from the sideline and motivates, encourages, and coaches his players. In this empowered environment, players are encouraged to do whatever it takes to win the game within the overall game plan, strategy, and rules.
Let go but keep some controls
Just to be clear, even the best coaches can’t delegate everything to their players. In your business there are a few things that require tight or tighter controls. The key is to decide what to control and what to empower to the players. Company owners can’t delegate their overall vision, values, and integrity. But they can delegate most everything else. For your company, what can be delegated, what must stay controlled, and what can be empowered to your managers and employees? When I was building my company, I was too controlling and even told the office manager what type of coffee to buy. I wasted so much time trying to control details that made no difference in achieving overall bottom-line results. Do you? Make a list of what you can delegate versus what you must continue to control:
– I need to continue to control:
– I can let go and delegate:
Remember, the more you control employees, the less they are responsible for. High control equals low performance and low control equals high performance. Your overall empowerment goal is to transfer tasks, accountability and responsibility to your players. What do you have your hands in you shouldn’t? What areas of responsibility can you transfer to your key people? In order to make the shift, you will have to clearly define what you are transferring. For example, what responsibilities can you transfer to your Project Manager, Field Superintendent, or Foreman? Take a look at this list and decide who should be accountable and responsible for each work area or task.
Project Empowerment Task List
Keep all required safety materials on-site
Knowledgeable on all safety procedures
No extra work be performed without change order
Start no work without executed subcontract & insurance
Issue all subcontracts within first 30 days of project
Shop drawings approved within first 45 days of project
Adept at preparing and updating accurate schedule
Full knowledge of subcontracts
Full understanding and knowledge of general contract
Insure that construction meets plans & contract
Meet project goals & objectives
Maintain job profit
Prepare accurate monthly job cost updates
Prepare accurate monthly schedule updates
Submit monthly progress payment by month end
Keep up to date field records & job paperwork
Keep project clean at all times
Keep job trailer clean & job sign posted at all times
Hire & fire field personnel per company policies
Turn in accurate time cards every week
Maintain daily job logs
Supervise & maintain quality workmanship
All contract administration
All contract management
As you begin turning over areas of responsibility to others, the tendency is to still try and micromanage the process. Remember, the basic building block of an empowered company is the team versus an individual. The players report to their coach and everyone works together to coordinate their team efforts. Your team works when everyone knows their position and area of total responsibility, and is free to achieve the expected results. The team’s coach is not the person who tells the players what to do. The coach is the person in charge of the player’s personal development and creates a playing field that encourages performance, learning, accountability, and growth. The winning coach is a player facilitator for accomplishment and achieving results.
As you begin to let go of decisions panic might set in. So start slow and make it a joint effort between yourself and your employees. For example, let’s say you want to delegate a routine task like ordering and scheduling materials. What would be the best way to go about it?
Step 1: Tell them what you have decided to do.
Explain to your employee you want them to take on more responsibility and become a more valuable part of the team by taking charge of material ordering. Ask them what they think about the change and added responsibilities. Then ask if they are willing to try to make it happen. Lastly get their buy-in that they want to take on more responsibility.
Step 2: Coaching and training
Show them how to do the task. Then let them try the task with your input, guidance, assistance, and close supervision. Repeat Step 2 at least three times until you are sure they fully understand how to accomplish the task without your input.
Step 3: Delegate the task
Now for your leap of faith. You must completely let go and let your employee do it. This is the hard part. Set up a step by step review process where you regularly check the progress of your empowered employees. Set appointments for review during scheduled milestones of the delegated task. For example, during the ordering material process, you could require a check-in meeting before the actual final ordering to review the quantities and pricing. Over time, you can reduce these milestone review meetings as you build trust and confidence with your empowered employee.
Step 4: Rewards
After you have successfully completed all four steps in the empowerment process, reward your empowered employee for accepting and successfully accomplishing important tasks without your constant input and direction. This will encourage them to want to accept more responsibilities in the future.
As you start to let go important decisions, you’ll have to set boundaries and limits on some issues. For example, I delegate to my Project Managers the awarding and writing of all subcontracts. But I maintain a level of review before they are issued. After the Project Manager sorts through all of the bids from subcontractors and clearly determines the scope of work and who he wants to award the contract to, he then reviews his decision with me for final approval. This process puts all of the responsibility on him and allows me to offer advice or input before it’s too late.
Another example of a reasonable limit is to delegate a maximum spending level of $1,000 or $5,000 to your field foreman before they must check with their boss for approval. This gives them the feeling of responsibility as it shows you trust them to make good decisions.
Delegating and letting go of control changes your role from doer to coach and allows you to take your company to the next level. When you are doing $10.00 per hour work, you are wasting your time. What should you be spending your time on? I can make a lot more money seeking business opportunities and finding new customers, than worrying about small things like ordering office supplies or lumber. The choice is yours: control others and stay stuck, or let go and grow.
ABOUT THE AUTHOR
George Hedley is the best-selling author of “Get Your Business to Work!” As an entrepreneur, popular speaker and business coach, he helps business owners build profitable companies. E-mail: email@example.com to request your free copy of “$ure $trategies To $urvive A $lowdown!” or sign up for his free monthly e-newsletter. To hire George, attend his “Profit-Builder Circle” academy or be a part of an “Executive Roundtable Group” call 800-851-8553 or visit www.hardhatpresentations.com.
George Hedley HARDHAT Presentations
Email: firstname.lastname@example.org website: www.hardhatpresentations.com
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