How Executives Enable Employees
CULTURAL TRANSFORMATION
At a time when companies have to react faster and faster to market changes, employee independence is indispensable. With clear communication and a cultural shift towards more trust and personal responsibility, managers can empower their teams to master challenges independently and thus develop the company further.
Trust as a basis
One of the most important prerequisites for employees to be able to work independently is trust. Studies show that employees who feel valued and taken seriously by their superiors and are given the freedom to do so work with higher motivation and creativity. Managers must learn to relinquish control and trust employees to make decisions independently.
Set clear goals and guardrails
Freedom and independence do not mean that employees work without a manager. Instead, they need clear goals and guardrails that provide them with the framework within which they can operate. It is of central importance to communicate the why behind a task and to clearly define expectations.
Provide training and resources
Developing skills is another key to independence. Managers should enable their employees to use training, workshops, and tools. This also includes the targeted promotion of soft skills such as problem-solving, time management and teamwork. From the point of view of entrepreneurs and executives, it is important to get away from the outdated attitude that further training is a cost factor. On the contrary, practice shows that it is an investment in the future, because empowered employees work more efficiently and contribute more to value creation.
Regard mistakes as a learning opportunity
Self-reliance requires the willingness to allow mistakes. An overly critical error culture paralyzes innovation and decisiveness. Instead, leaders should create an environment where bold decisions and calculable risk taking are encouraged and mistakes are seen as learning opportunities.
Feedback and recognition
Regular feedback helps employees identify their strengths and work on weaknesses. Equally important is the honest recognition of successes, which strengthens employees’ confidence in their own abilities. Experience has shown that employees who feel seen and heard work with greater commitment.
Change to independence
Empowering employees to be independent requires a paradigm shift among managers. Instead of focusing on control, what is needed is trust, targeted support and a culture that values mistakes and learning in equal measure. Managers who actively accompany their employees by supporting and encouraging them to tackle challenges independently not only benefit from a more productive team, but also make a decisive contribution to the company’s ability to innovate and compete.