{"id":46,"date":"2015-10-31T17:59:00","date_gmt":"2015-10-31T17:59:00","guid":{"rendered":"http:\/\/lucilleossai.com\/Blog\/index.php\/2015\/10\/31\/management-201-empowering-your-workforce\/"},"modified":"2023-01-10T06:03:59","modified_gmt":"2023-01-10T05:03:59","slug":"management-201-empowering-your-workforce","status":"publish","type":"post","link":"https:\/\/lucilleossai.com\/blog\/2015\/10\/31\/management-201-empowering-your-workforce\/","title":{"rendered":"Management 201: Empowering Your Workforce"},"content":{"rendered":"\n
\"\"<\/figure>\n\n\n\n
<\/div>\n\n\n\n

The Employees speak<\/em><\/strong><\/h2>\n\n\n\n


<\/em><\/strong>Planet Earth supports at least\u00a07 billion humans<\/a>.

By 2030, according to\u00a0McKinsey & Company<\/a>,\u00a0there will be 3.5 billion workers. Of this figure, 38-40 million with tertiary education will be in higher demand due to a dwindling supply of such professionals.\u00a0
<\/p>\n\n\n\n

Now your company employs a few thousands, yet you are convinced that their world revolves around you, your reputation and your operations. You have even expressed an inflated sentiment that it is either your way, or the highway.

Bad idea.\u00a0

We initially couldn\u2019t be bothered to set the record straight. However, with the new, rather green C-suite team in place, an education into the psyche of your experienced staff has become necessary.\u00a0

We live in the digital age and as experienced workers, we have access to information that enables us make self-serving career decisions.<\/p>\n\n\n\n


The plethora of communications devices and the prevalence of social media in this\u00a0global village<\/em>, means that we can easily share best practices across industries and regions.

Consequently, we have become more discerning about opportunities and have developed a keen sense of our worth. We are the driving force in our professional development and are finicky about our work\/life balance.\u00a0

Simply put: We now know what we need, what we expect from our employers and why we won\u2019t settle for less.

And your top-down, commando-style management won\u2019t cut it\u00a0any more.\u00a0<\/p>\n\n\n\n


Nor will your semblance of nurturing a transparent atmosphere; nor will your lack of true commitment to a\u00a0culture of communication<\/a>\u00a0at the workplace.

We won\u2019t accept the status quo any longer.

The entire executive cadre needs to change the way it thinks, how it makes decisions and how it deals with its human resources.

One point should be central in efforts to create a more conducive environment for the workforce:<\/p>\n\n\n\n


Empower your employees.<\/em><\/strong><\/h2>\n\n\n\n


Although it sounds simple, this is not simplistic. You could achieve this feat by:\u00a0\u00a0<\/p>\n\n\n\n



1) Involving staff in your change initiatives<\/strong><\/h3>\n\n\n\n
<\/div>\n\n\n\n

Don\u2019t just tell us and expect us, like robots, to execute your every command.<\/p>\n\n\n\n

Involve us in the process from the beginning. Ask us questions. Conduct surveys. Use focus groups. <\/p>\n\n\n\n

<\/div>\n\n\n\n
\"\"<\/a><\/figure>\n\n\n\n
<\/div>\n\n\n\n

Be creative in the ways\u00a0you craft and distribute content<\/a>, to keep us interested in your plans.\u00a0Avoid making sweeping changes without our input. Some of our trusted line managers, supervisors and divisional heads will have useful suggestions about your operations, so identify these gems and seek their advice as well.<\/p>\n\n\n\n

Yes, we want to know the nuts and bolts of your\u00a0programmes, so adopt an\u00a0effective communications strategy<\/a>, which addresses the six components below:<\/p>\n\n\n\n


The \u2018What\u2019

The \u2018Why\u2019

The \u2018Who\u2019

The \u2018How\u2019

The \u2018When\/How Long\u2019<\/p>\n\n\n\n


The \u2018Crisis-Mode Plan\u2019<\/p>\n\n\n\n


Note also that consistency in the delivery of timely, factual feedback ensures steady performance. So learn to give feedback, even when the outcome is unfavourable.

Don\u2019t misunderstand us: We don\u2019t want the data overload, but having relevant information will enable us handle change initiatives affecting our work.

Moreover, being prepared will reduce our resistance to change. Since we\u2019ll be convinced you know what you\u2019re doing, we\u2019ll get on board and support the company\u2019s plans.\u00a0<\/p>\n\n\n\n

<\/div>\n\n\n\n

2) Prioritising effective communication<\/strong><\/h3>\n\n\n\n
<\/div>\n\n\n\n

And we mean open, two-way communication using various formats.<\/p>\n\n\n\n

Whatever meetings\/forums, company videos, Q&A sessions, internal social networks, traditional newsletters, etc. are used, note that communication should be useful. The focus should be on creating a collaborative atmosphere whereby communication freely flows and insights are harnessed for prompt action.

Don\u2019t listen to those misguided executives who regard communication skills as \u2018soft\u2019 and not to be taken seriously.

In fact, you\u2019d be surprised to note that the return on effective communication is well documented. Evergreen research from\u00a0Towers Watson<\/a>\u00a0links a communicative culture to stronger financial performance. Companies considered highly effective communicators had 47% higher total returns to shareholders than those labelled the least effective communicators.

So there\u2019s even a business case for promoting effective communication at the workplace.\u00a0<\/p>\n\n\n\n

<\/div>\n\n\n\n


3)  Valuing staff<\/strong><\/h3>\n\n\n\n
<\/div>\n\n\n\n

This issue of value is the culmination of the previous points.<\/p>\n\n\n\n

At the risk of sounding painfully repetitive, show us by your words and <\/strong>consistent actions that you truly care about us and we will trust you.<\/p>\n\n\n\n


We  realise that your top executives are busy people juggling multiple functions in high-responsibility roles, but get them involved. Make a few accessible to staff for operations-related concerns, especially during times of organisational changes. This move will also promote transparency and fairness at the workplace, making us feel valued.<\/p>\n\n\n\n

<\/div>\n\n\n\n
\"\"<\/a><\/figure>\n\n\n\n
<\/div>\n\n\n\n

And that changes everything.

Here\u2019s how it works:

By involving us in crucial decisions impacting our work and by fostering effective communication strengthened by feedback, we see how our work contributes to the company\u2019s goals. We feel \u2018listened\u2019 to; that we matter; and that our worth is recognised. Trust in the leadership then becomes certain. We become emotionally attached to your company and our engagement levels soars.

Don\u2019t take the employee engagement issue lightly. It\u00a0significantly impacts the workplace when present<\/a>.\u00a0<\/p>\n\n\n\n


If you need further convincing, then this\u00a0infographic from The EmployeeApp<\/a>\u00a0explains what we already know:

Effective communication \u2013 highlighted by using the desired methods with increased frequency \u2013 was linked to employee engagement and job satisfaction.

Naturally, happy employees increase productivity.\u00a0<\/p>\n\n\n\n


Which company wouldn\u2019t want excellent performance from its engaged staff?\u00a0<\/strong><\/p>\n\n\n\n

<\/div>\n\n\n\n

Conclusion<\/strong><\/h2>\n\n\n\n
<\/div>\n\n\n\n

So in this\u00a0global village<\/em>, whereby a few talented professionals are aggressively targeted by your counterparts, the status quo, dear Management, needs to change.

Actively empower your employees whose skills you require to remain competitive.<\/p>\n\n\n\n

<\/div>\n\n\n\n
\"\"<\/a><\/figure>\n\n\n\n
<\/div>\n\n\n\n

Remember that you could achieve this by involving us in change programmes which directly affect our work; by encouraging effective two-way communication; and by valuing us.

Do these actions consistently and then be patient.

When we are happy and engaged, we will return the favour. We would go the extra mile and ensure that your company\u2019s business performance is amplified\u2026much to the bewilderment of your rivals because you were once the underdog.\u00a0

And you can take this assurance to the bank.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/p>\n\n\n\n


What other tips can you give to empower your employees? Let me know by posting your comments below.\u00a0
<\/em><\/strong>


Don\u2019t rush off just yet. Please remember to:<\/strong><\/p>\n\n\n\n

Share this article in your social networks by clicking on the icons at the top or below. <\/p>\n\n\n\n

You should also sign up for updates in the blog\u2019s right sidebar so that you are immediately <\/strong>notified via email when a new blog post is published. Don\u2019t miss any more articles! <\/p>\n\n\n\n




<\/strong>
Recommended reading<\/em><\/strong><\/p>\n\n\n\n

Management 101: Creating A \u2018Listening\u2019 Culture<\/a><\/strong>
<\/strong><\/a>\u00a0<\/em><\/strong><\/p>\n\n\n\n


<\/em><\/strong>Need further help?<\/em><\/strong>
<\/em><\/strong><\/p>\n\n\n\n


<\/em><\/strong>Hire me for a writing assignment or communications training and let me help you get results. There are two ways to do this:
<\/p>\n\n\n\n


A) Send an email to: Lucilleossai@gmail.com.

B) Call for a free<\/strong> consultation: <\/p>\n\n\n\n


Nigeria:               0704 631 0592<\/strong><\/p>\n\n\n\n

International:     +234 704 631 0592  <\/strong> <\/strong><\/p>\n\n\n\n


<\/strong>\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014<\/p>\n\n\n\n

N.B:<\/strong>  First image is courtesy of Nirots via freedigitalphotos.net. Second image is courtesy of Iosphere via freedigitalphotos.net. Third image is courtesy of Jscreationzs via freedigitalphotos.net. Fourth image is courtesy of Ddpavumba via freedigitalphotos.net. Last  images  courtesy of Jesadaphorn via freedigitalphotos.net.<\/p>\n","protected":false},"excerpt":{"rendered":"

Your skilled employees are now more demanding about their expectations. Learn how to empower them to get improved business results. This is a must-read post for C-suite executives and HR professionals.<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2}},"categories":[1],"tags":[465,472,553,556,649,720],"class_list":["post-46","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-business","tag-c-suite","tag-employee-engagement","tag-employees","tag-management","tag-productivity"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_likes_enabled":true,"jetpack-related-posts":[{"id":40,"url":"https:\/\/lucilleossai.com\/blog\/2016\/03\/29\/four-years-of-insightful-blogging-in-memorable-quotes-part-2\/","url_meta":{"origin":46,"position":0},"title":"Four Years Of Insightful Blogging…In Memorable Quotes (PART 2)","author":"Lucille Ossai","date":"March 29, 2016","format":false,"excerpt":"Welcome back to the celebration of this blog's fourth anniversary. Moving on\u2026 7) \u201cWe now know what we need, what we expect from our employers and why we won't settle for less. And your top-down, commando-style management won\u2019t cut it anymore\u201d.\u00a0 Post:\u00a0 Management 201: Empowering Your Workforce. Date:\u00a0\u00a0 October 2015.\u2026","rel":"","context":"In \"blog\"","block_context":{"text":"blog","link":"https:\/\/lucilleossai.com\/blog\/tag\/blog\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/1.bp.blogspot.com\/-J95-LYpLYpw\/Vwd16N39JQI\/AAAAAAAADMU\/7brgl8cZA0cOO9CnGhou_9VImJ1u1Od6w\/s640\/Fourth%2Bbithday%2Bcelebration%2B-%2Bfreedigitalphotos.net%2BStuart%2BMiles.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/1.bp.blogspot.com\/-J95-LYpLYpw\/Vwd16N39JQI\/AAAAAAAADMU\/7brgl8cZA0cOO9CnGhou_9VImJ1u1Od6w\/s640\/Fourth%2Bbithday%2Bcelebration%2B-%2Bfreedigitalphotos.net%2BStuart%2BMiles.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/1.bp.blogspot.com\/-J95-LYpLYpw\/Vwd16N39JQI\/AAAAAAAADMU\/7brgl8cZA0cOO9CnGhou_9VImJ1u1Od6w\/s640\/Fourth%2Bbithday%2Bcelebration%2B-%2Bfreedigitalphotos.net%2BStuart%2BMiles.jpg?resize=525%2C300&ssl=1 1.5x"},"classes":[]},{"id":61,"url":"https:\/\/lucilleossai.com\/blog\/2014\/08\/31\/the-dying-art-of-managing-the-psychological-contracts-of-employees\/","url_meta":{"origin":46,"position":1},"title":"The Dying Art Of Managing The Psychological Contracts Of Employees","author":"Lucille Ossai","date":"August 31, 2014","format":false,"excerpt":"Every professional in gainful employment has a psychological contract. Knowing how to manage it effectively makes the difference between favourable results and dismal outcomes at the workplace. As a concise article drawing upon findings from researchers in the field of organisational behavioural science, this post will interest both Management and\u2026","rel":"","context":"In \"communication\"","block_context":{"text":"communication","link":"https:\/\/lucilleossai.com\/blog\/tag\/communication\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/3.bp.blogspot.com\/-qeF60RgtHXg\/VAIXsqAn0OI\/AAAAAAAAB7M\/9VNWFJAzVps\/s1600\/Torn%2Bcontract%2B-%2Bfreedigitalphotos.com%2BNongpimmy.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/3.bp.blogspot.com\/-qeF60RgtHXg\/VAIXsqAn0OI\/AAAAAAAAB7M\/9VNWFJAzVps\/s1600\/Torn%2Bcontract%2B-%2Bfreedigitalphotos.com%2BNongpimmy.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/3.bp.blogspot.com\/-qeF60RgtHXg\/VAIXsqAn0OI\/AAAAAAAAB7M\/9VNWFJAzVps\/s1600\/Torn%2Bcontract%2B-%2Bfreedigitalphotos.com%2BNongpimmy.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/3.bp.blogspot.com\/-qeF60RgtHXg\/VAIXsqAn0OI\/AAAAAAAAB7M\/9VNWFJAzVps\/s1600\/Torn%2Bcontract%2B-%2Bfreedigitalphotos.com%2BNongpimmy.jpg?resize=700%2C400&ssl=1 2x"},"classes":[]},{"id":60,"url":"https:\/\/lucilleossai.com\/blog\/2014\/09\/27\/discussion-forum-2-what-would-make-you-happy-at-work\/","url_meta":{"origin":46,"position":2},"title":"Discussion Forum #2 – What Would Make You Happy At Work?","author":"Lucille Ossai","date":"September 27, 2014","format":false,"excerpt":"Happy employees do great things for the organisation. Join this discussion and air your views about all the things Management could do to make you happier at work. You never know; the CEO or any other bigwig could be reading.","rel":"","context":"In \"careers\"","block_context":{"text":"careers","link":"https:\/\/lucilleossai.com\/blog\/tag\/careers\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/3.bp.blogspot.com\/-pJnV9OEHdoI\/VCaVzxVdamI\/AAAAAAAAB_k\/ENg5KSx5H6c\/s1600\/Cartoon%2Bman%2Bloving%2Bjob%2B-%2Bfreedigitalphotos.net%2BBplanet.jpg?resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/3.bp.blogspot.com\/-pJnV9OEHdoI\/VCaVzxVdamI\/AAAAAAAAB_k\/ENg5KSx5H6c\/s1600\/Cartoon%2Bman%2Bloving%2Bjob%2B-%2Bfreedigitalphotos.net%2BBplanet.jpg?resize=350%2C200 1x, https:\/\/i0.wp.com\/3.bp.blogspot.com\/-pJnV9OEHdoI\/VCaVzxVdamI\/AAAAAAAAB_k\/ENg5KSx5H6c\/s1600\/Cartoon%2Bman%2Bloving%2Bjob%2B-%2Bfreedigitalphotos.net%2BBplanet.jpg?resize=525%2C300 1.5x, https:\/\/i0.wp.com\/3.bp.blogspot.com\/-pJnV9OEHdoI\/VCaVzxVdamI\/AAAAAAAAB_k\/ENg5KSx5H6c\/s1600\/Cartoon%2Bman%2Bloving%2Bjob%2B-%2Bfreedigitalphotos.net%2BBplanet.jpg?resize=700%2C400 2x"},"classes":[]},{"id":69,"url":"https:\/\/lucilleossai.com\/blog\/2014\/01\/14\/why-commitment-would-always-matter\/","url_meta":{"origin":46,"position":3},"title":"Why Commitment Would ALWAYS Matter","author":"Lucille Ossai","date":"January 14, 2014","format":false,"excerpt":"Don\u2019t yawn. I know that organisational commitment is often overlooked in the plethora of management-related themes because it is considered pass\u00e9\u00a0or\u00a0simplistic. More \u2018important\u2019 themes such as employee engagement, organisational effectiveness, culture and leadership tend to dominate serious discussions. In fact, I don\u2019t think I have\u00a0\u00a0seen\u00a0\u00a0any\u00a0\u00a0articles\u00a0recently, at\u00a0least\u00a0\u00a0in\u00a0\u00a0the past\u00a0couple of months, which\u2026","rel":"","context":"In \"affective commitment\"","block_context":{"text":"affective commitment","link":"https:\/\/lucilleossai.com\/blog\/tag\/affective-commitment\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":72,"url":"https:\/\/lucilleossai.com\/blog\/2013\/10\/30\/trust-at-the-workplace-how-to-get-it-and-keep-it\/","url_meta":{"origin":46,"position":4},"title":"Trust At The Workplace – How To Get It AND Keep It","author":"Lucille Ossai","date":"October 30, 2013","format":false,"excerpt":"This crucial organisational theme is tackled in this article, and the two \u2018pillars\u2019 of trust are unveiled. Sound advice is also given about cultivating trust and sustaining it for better organisational effectiveness.","rel":"","context":"In \"CEO\"","block_context":{"text":"CEO","link":"https:\/\/lucilleossai.com\/blog\/tag\/ceo\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/lucilleossai.com\/blog\/wp-content\/uploads\/2013\/10\/Big-leaning-trust-sign-freedigitalphotos.netStuartMiles.jpg?fit=400%2C333&ssl=1&resize=350%2C200","width":350,"height":200},"classes":[]},{"id":87,"url":"https:\/\/lucilleossai.com\/blog\/2012\/09\/22\/employee-retention-5-reasons-why-i-would-leave-your-company\/","url_meta":{"origin":46,"position":5},"title":"Employee Retention: 5 Reasons Why I Would Leave Your Company","author":"Lucille Ossai","date":"September 22, 2012","format":false,"excerpt":"The issue of retention is uniquely and aptly discussed from the point of view of the employee. This is also an immensely popular article.","rel":"","context":"In \"career progression\"","block_context":{"text":"career progression","link":"https:\/\/lucilleossai.com\/blog\/tag\/career-progression\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/lucilleossai.com\/blog\/wp-content\/uploads\/2012\/09\/Employee-exit-choices-freedigitalphotos.net_.jpg?fit=400%2C266&ssl=1&resize=350%2C200","width":350,"height":200},"classes":[]}],"jetpack_shortlink":"https:\/\/wp.me\/paARmI-K","amp_enabled":true,"_links":{"self":[{"href":"https:\/\/lucilleossai.com\/blog\/wp-json\/wp\/v2\/posts\/46","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/lucilleossai.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/lucilleossai.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/lucilleossai.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/lucilleossai.com\/blog\/wp-json\/wp\/v2\/comments?post=46"}],"version-history":[{"count":5,"href":"https:\/\/lucilleossai.com\/blog\/wp-json\/wp\/v2\/posts\/46\/revisions"}],"predecessor-version":[{"id":4053,"href":"https:\/\/lucilleossai.com\/blog\/wp-json\/wp\/v2\/posts\/46\/revisions\/4053"}],"wp:attachment":[{"href":"https:\/\/lucilleossai.com\/blog\/wp-json\/wp\/v2\/media?parent=46"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/lucilleossai.com\/blog\/wp-json\/wp\/v2\/categories?post=46"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/lucilleossai.com\/blog\/wp-json\/wp\/v2\/tags?post=46"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}