Empowerment

When you give someone the authority to make a decision and take action, you empower them.

In the professional context, empowered employees are often more committed, because they feel the trust of their colleagues. As human beings, we naturally want to respond to this trust in a positive way.

Can we really trust everyone?

When you've worked in traditional hierarchical structures, distrust may seem natural.

We're all familiar with stories of theft from warehouses that required additional security measures and processes to restore order.

However, companies that adopt self-management need not worry too much.

It's true that some people may initially abuse this trust.

But in an organization that has successfully built a culture of trust and empowerment, such behavior remains rare.

Why?

Because individuals are naturally inclined to conform and follow the example of the group. It's in our nature: it's how we've survived as a species.

In self-organizing teams, people who take advantage of the situation are quickly identified. If they don't fit in with the organization's culture, they're usually asked to leave.

Does everyone thrive with more autonomy?

Not necessarily. Here are a few situations and how self-managed organizations can respond.

Disinterest

Some people simply prefer to be told what to do at work.

This can often be a sign that they're not interested in their current job. In this case, it would be a good idea to investigate ways of making their working life more stimulating and engaging.

Lack of experience

Not everyone is capable of managing the same degree of autonomy.

A 19-year-old intern needs advice. Likewise, someone taking up a new position needs guidance.

While organizations need to encourage empowerment, confidence and autonomy, they also need to provide support, coaching and training to ensure that everyone has the tools they need to succeed.