Cultivating an Empowering Workplace: A Guide for Companies, Leaders, and Employees
Every new year presents an excellent opportunity for reflection, growth, and strategic planning. This is one of the best times for organizations to revisit their existing strategies or craft new ones that align with the evolving needs of the company and its people.
As you work to revitalize the workforce and set a positive outlook for the coming months, it is also essential to assess the state of empowerment in the company. Cultivate has a powerful, proven assessment to measure empowering and disempowering behaviors within an organization that we call the Organizational Empowerment Assessment. In the meantime, use the questions below to start understanding empowerment in your workplace.
Empowerment in the workplace is crucial for fostering a positive and productive environment. When employees feel empowered, they exhibit higher levels of motivation, engagement, and productivity. They take ownership of their work and make decisions more efficiently. This autonomy encourages innovation, creativity, and improved decision-making, contributing to the organization's overall success.
And while creating an empowering workplace is a continuous journey, the start of the year allows you to recalibrate and renew your commitment to fostering a culture of growth and empowerment within professional spaces.
The Cultivate Model of Organizational Empowerment identifies the five dimensions of empowerment—Skill, Purpose, Autonomy, Community, and Engagement (SPACE)—and provides a guide when auditing empowering and disempowering experiences at work.
Based on the SPACE model, here are the questions you must ask the employees, managers, and the company leadership:
Empowerment at Work Diagnostic Guide
#1 Do all employees generally feel confident that they have the knowledge, resources, and capacity to do their jobs?
Do people know what’s expected of them and their role? Do they understand how they and their work are being evaluated? When needs change within the organization, can they participate in updating these expectations?
Do employees understand their roles and capabilities well enough to take smart risks? Are they willing and confident to experiment with new ideas?
How do people respond when their idea, initiative, or project fails? Are they able to pivot when unforeseen circumstances arise?
What are these tools and resources available to employees for their professional development?
#2 Do all employees know their purpose and are recognized for their efforts and accomplishments?
Does everyone in the organization know and feel connected to the mission?
Are the current goals communicated clearly throughout the company?
Do managers, leaders, and peers consistently and meaningfully recognize and appreciate each other’s efforts, contributions, and achievements?
#3 Do all employees have the power to direct their work and manage the risks and consequences of their choices?
Does your organization promote experimentation?
Do employees feel micromanaged? Do managers trust their team members’ abilities? Are employees treated like reasonable adults by their leaders and managers?
Are the policies and procedures flexible and allow people to work in a variety of ways? Do people generally have the power to decide how to structure their work and achieve objectives?
Do all employees have a seat at the table regarding decisions that affect them?
Are people at all levels comfortable with introducing new ideas and proposing changes without fear of retaliation?
#4 Do all employees feel they belong and connected with their colleagues?
Do they generally feel they can bring their whole selves to work? Do they interact in ways that are aligned with their identities and values?
What are the silos in your organization that hinder collaboration and communication between members?
Are people comfortable reaching out to each other regardless of rank, title, or position in the organization?
What formal and informal community groups can employees join or create in the company? Do people participate in community groups during workdays?
Do all employees feel welcomed and valued? Do they have colleagues they consider friends?
#5 Do all employees feel motivated to contribute willingly?
What’s the turnover rate of the company? Is there a high level of satisfaction and desire to stay among the people?
Do people share their knowledge and help each other out?
What are the policies and initiatives that promote employee engagement?
Once you’ve determined the existing support and barriers to empowerment in the organization, you can begin crafting new policies or revising existing ones to ensure that all employees are getting the support they need for skill, purpose, autonomy, community, and engagement. Use the data from this audit as feedback to leaders, managers, and employees on where there are gaps and opportunities for improvement. And the good part is, not only is this great for new years, it’s also applicable any time!
Want to get a more formal assessment of empowerment in your organization? Want proven solutions to help increase empowering behaviors in leadership and employees? Let us help you take more concrete steps toward a more empowering workplace. Contact us here.
