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Empowering managers to help employees 

Leadership is simply defined as the art of motivating and coordinating a group of people to act toward achieving a common objective. In an organizational setting, this can mean directing juniors or followers to achieve the organizational objectives. Leadership is a broad concept composing of a practical and a research domain that entails guiding others. Different leaders use different approaches to guide their followers, and these differences are explained through various leadership theories and philosophies. Leadership is a critical pillar in an organization as it is linked to performance. Further, there are various beliefs about leadership including that leaders are born; rather, leadership is innate, but the traits and qualities of a leader can be developed over time and through training.  

Empowering managers

The HR role in empowering managers has an impact on the nature in which the leaders influence, inspire and motivate the employees towards meeting the organizational goals and objectives. The managers get empowered in order to ensure that they effectively lead their subordinates to perform well and do great within the business. The HR in empowering managers works on ensuring that the management in the organisation gets to learn, grow, and take initiatives that would help them make organisational decisions that support the employees and the management. By empowering the managers, the leaders become more capable of carrying out different roles and responsibilities, those that support the well-being of the employees and the organisation in general. There are various ways that the HR would consider implementing in order to ensure that managers in the organisation are empowered. Through empowerment, managers become effective in doing their job, and this is an aspect that contributes to sustainability in the job, as well as improved form of business creativity to supporting organisational roles and objectives. The ways that managers are empowered include.

Training

Training is a HR function that associates with the development of skills and knowledge among the trainees in order to make them more competent. The HR in organisations has to ensure that the managers in organisations are well trained for purposes of identifying with the skills that would help them interact with their subordinates. In this perspective, the HR has to ensure that the managers are trained on how to effectively communicate with their employees. This involves creating platforms of exchange where the managers get to converse with the employees, and at the same time get to exchange information that is sufficient and helpful in the organisational decision making. Trained employees are more confident and they are able to associate with improved forms of interactions with their employees. As a result, there is need to associate with the development of skills through training programs where trainers work with the HR to ensure that the management gets to receive the best advice and support that help them address the basic issues affecting the management influence on the employees.

Coaching and mentoring   

This is an attribute that involves developing programs for managers in order for them to learn how to effectively become coaches and mentors to their employees. Through the coaching and mentorship programs, the organisational managers learn about the management styles and their impacts on providing support to the employees. Through the programs, the management gains the skills that help them identify with improved forms of communication between them and the employees. This also helps determine how the employees would be able to associate with the aspects of flexibility and personal responsibility, which are important aspects that contribute to the development of unique behaviours within the organisations, which help in the development of unique cultures that support the organisation goals and objectives. Thus, the coaching and mentorship programs for the managers are ways of helping the managers become more empowered to supporting the organisation and the employees. The HR has the role of ensuring that the coaching and mentorship programs are developed within organisations to help the managers gain support on the most basic aspects that contribute to the addition of value for the individual leaders and for the organisation as well. In addition, the coaching and mentorship programs help the managers’ practice on what they would effectively do in order to get the employees to believe in them. The more the coaching and mentorship programs are offered to the management, the more they become more insightful of what they are supposed to do in order to help the employees. This is an aspect that contributes to the development of managers who are able to support the employees coaching them as well as mentoring them, with the aim of identifying with the most basic attributes of support from the management to the employees. Clearly, managers have to acquire coaching and mentorship skills in order to give them to the employees. Empowering them and giving them the opportunity to acquire the skills through programs developed by the HR is an aspect that contributes to high levels of success for the organisation and for the employees.

Impacts of management empowerment   

Professional risks

Managers who are empowered are likely to take more professional risks as compared to those who are not empowered. This means that they can potentially make decisions that are risky to the employees and the organisation. Although this is challenging to the management, the risks may be the basis to which organisational improved performance is enhanced. This may also be the basis to which the employees get to highly support the organisation and everything that happens in there.   

Problem solving

Empowered managers solve problems in a much better and improved form. This is an aspect that contributes to improved decision making from the management. Managers before making decisions have to evaluate the impacts that the decisions would have on the employees, and all other stakeholders in the business. The HR has to ensure that the managers make decisions that are aligned to the goals and objectives, as well as the vision in the organisation. This clearly means that the managers have to associate with the important processes that are followed in making decisions, and ensure that they relate with decisions that would help the employees experience a sense of belonging in the organisation.

Conflict resolution

The empowered managers can easily solve issues and problems that are experienced within businesses. Empowered managers are able to manage the nature of communications between them and the employees. This is an aspect that seeks to evaluate the nature of resolutions on the different issues that affect the performances of the companies. Thus, it is important to evaluate the impacts that the empowered managers would have on the employees when effectively addressing the aspect of conflict management. This are aspects that associate to the use of knowledge by the management to evaluate instances of managing current conflicting issues, preventing future conflicts, and ensuring that the workforce in the organisation is in accordance to the expectations. There is need to identify with the most important aspects of conflict management in association to management empowerment. These relate to the evaluation of aspects that contribute to the improvement in the management and employee interpersonal skills and relations, increase in organisation productivity, as well as development of a healthy competitive environment that supports the organisation.

Positive political skills

These are the skills that leaders have to associate with in order to effectively build connections with the employees, as well as ensure that the relationships between them are well designed. The positive political skills are considered to be qualities that a leader should have in order to eliminate any form of negativity experienced within the business. This clearly means that the leaders have to identify with these skills in order to create a better positive working environment that supports the employees and the organisation goals. Empowered managers have the ability to understand people better, as well as support them in meeting the organisational goals. The management has to identify with the emotional, psychological, physical, and mental wellbeing of the employees in order to ensure that they understand them and effectively contribute to development of a positive environment that is characterised with energy and stamina. Not only do positive skills help leaders in supporting the employees, they also help the leaders identify with their own career growth and development. This enhances improvement in the natures of management satisfaction and commitment to the organisation, to the employees, and to their roles and responsibilities.

Gains from management empowerment 

The organisation and employees in organisations benefit greatly from the influence they receive from managers who have been empowered and who greatly understand their role in supporting and helping the employees.   

Costs and turnover

The organisations benefit greatly from minimised rates of employee turnover when the managers are empowered. Empowered managers make the decisions that they consider are right for the people and the organisation. As a result, the extent to which the managers works on supporting the employees is very high. This results to high levels of employee satisfaction, motivation, and commitment to their work. This is an aspect that results to reduced turnover rates from the employees, as well as contribute to high levels of employee retention. When this is attained, the HR will have a simple role help the employees grow and develop. The costs of recruitments are also minimised because the HR will not have to get involved in the process of hiring new employees to replace those who may have left the organisation. Thus the recruitment, hiring, and training of new employees’ costs are minimised, resulting to development of new opportunities for the employees to maintain in the organisation. This is also an attribute that helps build on citizen behaviour among the employees, thus creating an environment where the employees get to realize what their roles and actions are supposed to be in order to achieve the strategic goals of the organisation.

Company culture

The culture of the organisation is strengthened in situations when the managers are empowered. This happens because the managers get to learn of the basic aspects that contribute to development of a unique working culture, that which supports the employees and all other stakeholders. A culture of positivity is developed more especially the management gets to identify with positive political skills. Empowered managers help their subordinates become empowered as well. This is an attribute that associates with the development of greater opportunities for an empowered culture to be developed in the organisation. With the presence of an empowered culture, the managers and the employees get to understand any significant changes taking place in the organisation. And they are able to evaluate the situation in order to bring in the best suited strategies to support the overall functioning and success of the organisation.

Employee engagement

When the management is empowered, the leaders are able to associate with the employees, involve the, and influence their attitudes and behaviours as well. This is an aspect that contributes to high levels of employee engagement, thus facilitating new means of interactions between the management and the employees. The employee outcomes from high levels of engagement include high performance and productivity, development of citizenship behaviours among the employees, as well as satisfaction and commitment of employees to the organisation. Therefore it is important to ensure that the right behaviours are considered while empowering the management in order to facilitate positive employee outcomes. These are significant attributes that associate to high levels of employee encouragement, emotional support, as well as improved efficiency in the work performed in the organisation. With empowered management, an engaged employee culture in the organisation is developed, and this enhances improvement in the nature of activities and how they are performed to enhance improved positive organisational outcomes. In addition, the management and employees enjoy mutual exchange as they all invest towards creating improved levels of employee relationships.