Empowered staff who have the skills and knowledge to make decisions are the ones who’ll be proactive, champion change programs, and add the most value to the business; like reducing downtime before it occurs.
But managers can’t force people to feel empowered; however, they can give employees the tools that they need. This leads to employees making decisions, solving problems, handling projects and acting in spaces you cannot, all of which can lead to employee empowerment.
When you’re time-poor, budget-poor and balancing multiple stakeholder’s expectations, empowering employees might be the last thing on your mind. But by spending a little time developing your production staff, you’ll offload some of that burden and save time and money.
Here are nine actionable strategies to promote employee empowerment at your plant.
1. Design each job for play, purpose and potential
The Harvard Business Review (HBR) found why people work impacts how well they work. The six main reasons why people work are:
4. emotional pressure,
5. economic pressure, and
How to apply this now? Make sure every team member’s role is clearly defined and allows for purpose, play and potential.
Tips for integrating the three Ps into people’s roles:
> Play: allow a certain amount of creativity, learning, and problem solving. For example, according to the book The Toyota Way Fieldbook, written by Jeffrey Liker and David Meier, Toyota gives its factory workers opportunities to test new tools and ideas on the assembly line, as a way of integrating play into the workplace.
> Purpose: outline the role’s importance to the business and align aspects of the role with the individual’s aspirations.
> Potential: put processes in place to allow growth through promotion and learning.