Employee Engagement Hack: Why Empowerment is More Than a Buzzword

Employee empowerment is a powerful strategy for cutting to the core of the challenges associated with employee engagement, particularly employee retention and development. Want to achieve organizational effectiveness and foster a thriving workplace? Learn to empower your employees. It can be that simple.

Why is empowerment a great hack? Empowerment is a one-stop shop solution to building trust, growing skills, and generating solution-seeking innovation and creativity. When employees feel empowered, they are more likely to be engaged, proactive, and committed to the organization’s success. And, bonus! Empowerment not only maximizes the skills within your team but also frees you up to focus on strategic priorities.

Why doesn’t everyone do it? Empowerment delivers great benefits because it’s a subtle art requiring advanced leadership skills. But let’s be honest: empowering others by transferring authority runs counter to some of our base human nature coding. In our deepest psychology, people associate hierarchical power with security and safety. Want to be a great leader? Become a master at empowering others.

Key Takeaways

• Empowerment is more than a buzzword; it’s a “one-stop shop solution” for engagement, growth, and innovation.
• Truly empowering employees requires shifting from controlling “how” to defining “what” (and “why”) and then trusting your team.
• Transferring authority with clear “guardrails” reduces anxiety and sets employees up for success.
• Accountability through coaching, not micromanaging, is key to developing empowered, autonomous, and high-performing teams.
• Mastering empowerment is a leadership superpower that unlocks human potential and drives organizational success.
• Empowerment fuels employee engagement by fostering autonomy, purpose, and growth—key drivers of motivation and long-term retention.

The Business Case for Employee Empowerment

As leaders, understanding the mechanics of empowerment is crucial. It’s not just a “nice-to-have”; it’s a strategic imperative. My experience coaching senior executives has shown me time and again that those who effectively empower their teams not only see better results but also cultivate a more resilient and forward-thinking organizational culture. They engage their employees to bring more value to the team, at the same time, they can reduce their own workload and stress. There are so many benefits to incorporating empowerment strategies into your leadership and management style.

Empowerment is Efficient

Empowerment is more than delegation; it’s a strategic use of resources. When you transfer goals and tasks that do not require your efforts, this helps you maximize your skillset and make room for your development. It offers you the opportunity to focus on the tasks that truly require your unique expertise and perspective. By moving work off your plate that does not have to be done by you, you are not just offloading work; you are strategically utilizing the business’s investment in its people. This leads to greater overall team productivity. As a leader, this also gives you more time to “manage up” – to engage with senior leadership, strategize, and advocate for your team and your initiatives. Many leaders I coach find that learning to empower their teams is a critical step in freeing up their own capacity for higher-level strategic work.

Photo by Kindel Media

Empowerment is Motivating

Human beings have an innate desire to learn, grow, and contribute meaningfully. Enabling these core motivations is a key requirement of employee engagement. Growing and contributing employees are, by definition, engaged! When you empower your employees, you provide them with the autonomy that is a key driver of intrinsic motivation, which directly contributes to employee engagement. They are more likely to take initiative, seek out new skills, and invest themselves more deeply in their work. As a leader, fostering an environment where team members feel this sense of ownership can be particularly impactful in encouraging diverse talents to flourish. Research shows that empowered employees exhibit higher levels of engagement, with some studies indicating they are in the 79th percentile for engagement.

Have you ever read the book Drive by Dan Pink? It’s a brilliant way to think about motivation for knowledge workers. Here’s a short explainer but the book is full of interesting research you’d also enjoy reading.

INSERT VIDEO: https://www.youtube.com/watch?v=u6XAPnuFjJc

Empowerment is Innovative

No matter how brilliant or experienced you are, you don’t have a monopoly on good ideas. Empowering your employees unlocks a wealth of diverse perspectives and creative solutions. Your team members, especially those closer to the day-to-day operations or the customer, often have unique insights. By encouraging them to contribute their ideas and take initiative, you can generate a far greater variety of innovative solutions than you could on your own. With your guidance, you can then shape your team’s broader set of ideas into impactful strategies. Companies with empowered employees often see greater innovation output.

The Hurdles: Why Empowerment Can Be Hard Work

Simply wanting to empower your team isn’t enough to make it happen. Just because you think you’ve empowered someone doesn’t mean they feel empowered, or behavior that way. It’s an art, not a science, and several factors can get in the way. Recognizing these challenges is the first step to overcoming them.

Control (Yours)

Letting go of a bit of your authority and accountability to the outcome can be difficult. As leaders, we often feel a strong sense of responsibility for results and quality, which can translate into a desire to maintain tight control. This is a common challenge I see in coaching, especially for women who have had to fight for their authority and often achieve it with meticulous attention to detail. However, this instinct can lead you to withhold the very resources, information, or decision-making power your employees need to succeed. True empowerment requires a shift from controlling the “how” to defining the “what” and trusting and coaching your team to deliver.

Anxiety (Yours and Theirs)

Empowerment involves a degree of uncertainty, and uncertainty can breed anxiety. Your employees may feel anxious about taking on new responsibilities, making decisions, or potentially failing. They might worry, wondering if they’re “doing it right.” Simultaneously, you might feel anxious about whether they’ll meet deadlines, maintain quality, or make mistakes that reflect on you. Acknowledging these anxieties, both your own and your team’s, is crucial for creating a supportive environment where growth can happen. Luckily, you have a tool to manage anxiety, which is to check in with them often and coach them through the work.

Inexperience (Yours and Theirs)

When you use empowering leadership, your employees will find themselves in their stretch zone more often. And if they haven’t been empowered before, they might lack the experience to navigate their new autonomy effectively. Similarly, if you’re new to empowering others, you might not do it perfectly from the start. In short, there’s a learning curve for everyone involved. This is where patience, clear communication, and a coaching leadership style become invaluable.

Mastering the Art: How to Empower Employees

While empowering your employees is more art than science, there are practical steps you can take to cultivate this skill. If you google empowerment, you’ll find a lot of advice about building a psychologically safe and trusting environment, clear communications, and recognition and appreciation. These are important factors for any employee engagement strategy, but by themselves, they’re not enough to empower people. Below are the key management strategies I often teach to my executive coaching clients to help them build high-performing, autonomous teams. And don’t fall prey to the idea that every goal is empowerment-worthy. The outcomes need to be conducive to making these steps possible, or else you’ll need another approach. But when the tasks are right, here’s how to do employee empowerment.

1. Learn to Set Empowering Goals

The foundation of effective empowerment lies in how you define success. Shift from prescribing the process to clarifying the desired outcome. This opens up room for your employees to engage their creativity and teamwork to find a great solution.

• Focus on the “what,” not the “how”: Clearly articulate the objective, the standards of quality, and any critical constraints. But then, give your employees the space to figure out the best way to achieve that outcome. This allows them to bring their own skills, creativity, and problem-solving abilities to the forefront.
• Make it meaningful with a compelling “why”: Connect the goal to the bigger picture. Help your employees understand why this task matters to the team, the department, or the organization. This sense of purpose is a powerful motivator and gives them guidance when they get lost.

2. Transfer Authority (with Guardrails)

Empowerment without authority is an empty gesture. Why do you think your team will be successful in getting results if they don’t have the appropriate power to make it happen? To truly empower someone, you must delegate some of your decision-making power and provide access to necessary resources.

• Grant necessary credibility and resources: This might mean allowing them to make certain decisions independently (which you’ll back up), manage a budget, or represent the team in specific contexts.
• Establish clear guardrails: This is critical. Define the boundaries of their authority. What decisions can they make on their own? When do they need to consult you? What are the limits on the resources they can use? Does their authority expire at some point? Providing these guardrails doesn’t undermine empowerment; it provides a framework for success and reduces anxiety for both you and your employee. It ensures they have what they need and are guided in using it wisely. Think of it as setting up the “rules of the game” so they can play effectively and confidently.

3. Maintain Accountability Through Coaching (Not Micromanaging)

Empowerment doesn’t mean abdicating responsibility or waiting until the last minute to see if things are on track. It means shifting your role from director to coach.

• Schedule regular check-ins: These are not status updates where you dictate next steps. Instead, use this time to listen to their plans and progress, offer help when they’re stuck, and recognition when they’re doing well. It’s the “employee engagement” part of employee empowerment. 
• Ask probing questions: Encourage critical thinking by asking questions like, “What are your thoughts on how to approach this?” “What potential challenges do you foresee?” “What resources do you need?” This helps them develop their problem-solving skills and allows you to gauge their thinking.
• Reinforce priority and offer support: Remind them that the project is important and that you are there to support them, not to take over. This builds their confidence and ensures they feel you have their back. This approach to accountability fosters their growth and helps you ensure that empowered actions align with strategic objectives.

Last but not least, give them credit for a job well done. 

Empowerment as a Leadership Superpower

Employee empowerment is far more than a management technique; it’s a leadership philosophy that unlocks human potential and drives organizational success. Mastering the art of empowerment can be a particularly potent leadership tool for building inclusive, innovative, and high-achieving teams. It allows you to amplify your impact, develop future leaders, and create a work environment where everyone can thrive. While it may require conscious effort to overcome ingrained habits of control, attention to detail, and anxiety that come with delegation, the rewards, in terms of efficiency, motivation, and innovation, are immense.If you’re looking to develop your ability to empower your team, enhance your leadership impact, and boost employee engagement, consider how executive coaching or leadership team development can support you to help you master this essential skill.