- Many executives always end up making all the decisions themselves and shouting out orders as if a deity is making demands on top of a mountain.
- many executives still end up making all the decisions themselves and shouting orders as if a deity is making demands on top of a mountain.
As the last Business Talk in 2021 and Kenya strikes New Years this weekend, make a firm resolve to practice leadership empowerment in 2022 by sharing decision making with your employees.
Managers in Kenya and around the world are struggling to find the right balance between involving employees in business decision-making.
Despite mountains of evidence since 2013 in research by social science luminaries such as Julia Hoch, Rosalie Hall and Birgit Schyns, as well as dozens of Kenyan business PhD students leading often-derived theses on empowerment employees in strategic decisions, many executives still end up making all the decisions themselves and shouting orders as if some deity is making demands on a mountain top.
A PROCRASTINANT PATRON
Then we notice the perfectionist. A perfectionist style boss is afraid to delegate tasks or even decisions because he feels that others do not have the appropriate abilities. A boss who fears the quality of everyone’s work then starts to keep all the decisions to himself. Such executives fail to recognize when the job is good enough instead of perfect.
Then, every now and then, many of us know a boss who is overwhelmed on our career paths.
Such managers are so overwhelmed with crisis resolution and task completion that they never spend time solving problems constructively and strategically by solving the underlying issues and processes that lead to organizational crises in the process. first place.
So when decisions require action, they hasten to come to a haphazard decision themselves in order to refocus their other misguided priorities.
Finally, we see the procrastinator boss who fears the decisions and the consequences that follow. Procrastinating managers try to avoid making the decision altogether and do not involve employees. Some researchers refer to these types of executives as laissez-faire leaders.
Each of the above four bad management styles results in significant employee dissatisfaction. Organizational development consultants in East Africa still find an incredibly high number of employees in companies who receive little or no information about their business strategy and have no opportunity to provide input or advice. ” involve in decision-making.
In contrast, some organizations operate according to methods of extreme employee involvement in decision making, with every strategic decision made by the company having to be the result of a vote among employees.
Not only do employees vote on decisions, but the result of the vote must equal 100 percent, otherwise a company does not change course. So every employee must be okay with every decision where no strategy happens. Are you interested in the full and complete involvement of employees for your company or does it seem too bureaucratic and cumbersome?
Which situation works best for your business? Low levels of employee involvement result in selective consultation. Employees provide information, but do not know the exact problem. In the middle levels of employee involvement, employees offer recommendations in full consultation.
In the highest levels of employee involvement, staff have complete decision-making power over their teams or control over all company decisions. What system of involvement could you realistically use in your entity?
Executives previously joked that at least their company involves employees in decisions better than parastatals, so their entity should therefore perform better than average.
However, government ministries and parastatals have steadily improved the level of involvement of their employees over the past 10 years, largely through training and best practices shared by the Kenya School of Government.
Thus, private companies need better and more modern benchmarking rather than basing their decisions on assumptions.
Improving employee participation in decision-making in your business leads to better definition of organizational problems, more quality solutions, and more chances of selecting the right solution to problems.
Better solutions lead to higher profits. Or, in an NGO, higher targets achieved for beneficiaries with less waste.
Do not use false employee involvement. Many of us may know of a business or NGO that simply wants to ‘make staff feel heard’ or feel involved in contributing to decisions, even though the real impact of involving employees is having a real impact. does not change the outcome of the business decision.
As a boss, you have three different choices when you involve your employees in decision making. First, do you involve them formally or informally? You can define levels of employee involvement formally, or codified, in company policies and processes through self-managed teams.
Alternatively, you can choose to involve staff informally through informal information exchanges. Because a boss can only ask for help when he feels he needs help with a specific problem.
Second, you can only involve employees when statutory regulations require it to be legally necessary.
European countries often require employee participation in various situations, or here in Kenya, union agreements with companies or government can legally require employee participation.
Alternatively, a boss could choose to engage the opinions and participation of employees voluntarily without legal obligation.
Employees clearly appreciate voluntary engagement more because it demonstrates the benevolence of the company.
Third, as a manager, you need to decide whether you are directly engaging employees so that each employee is personally involved in the decision making. On the other hand, you could encourage staff to elect representatives to decide for all employees.
In short, in 2022, become an empowering boss. Understand the benefits of involving employees in decision making.
Discern what level of employee involvement and what method to ensure involvement. Remember, you hired your employees because at the time of hiring they were the best and brightest you can find.
So now use them to participate in decision making and reap the rewards of a more successful organization.
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