My last three bills have focused on individual empowerment , the community empowerment and organizational empowerment . There was talk of recovery in the empowerment organizational. I stressed in the note on the organizational empowerment that government in the world - more than for businesses - has developed a very unhealthy attitude, which (in my opinion), s proves to be a major issue in the implementation of a philosophy of open government "is to blame . This attitude should be replaced by a heightened sense of responsibility.
For organizational empowerment grows in open government, the organization should ensure that their actions generate of empowerment among both employees (consultants, partners, etc..), as well as citizens.
In this post, I will suggest ways that encourage recovery in the workplace. These means can generate empowerment among employees. If the Open Government works (by way of co-creation) with citizens, then those means may also apply to citizens of communities and individuals.
Monitor demotivation
The reduction in yield stress, anxiety, increased conflict, negative attitudes, absenteeism and the presence of forced labor (Be there in body but not spirit) may be the effects of demobilization.
A prudent manager must be able to recognize significant changes in attitude, behavior and performance of an employee (lack of energy, constant frustration, cynicism, lack of creativity, delays, etc..) And, if necessary, review the work of the employee and the means at his disposal. A prudent manager must act before it is too late.
Jean-Pierre Brun, professor in management at Laval University, recommends " At the end of a day the prudent manager must wonder if he has managed to develop its employees, it was enough to listen, etc. . "
Pardon? At the end of each day ! And not once a year when the annual assessment? The prudent manager should therefore ensure that the exploitation of employees in the course of their work is integrated into its daily work.
The impact of the demobilization of an employee are numerous, for the employee himself and the organization. The demobilization of an employee may affect their mental and emotional health. Signs of burnout are likely to arise and then they often do not occur because the employee works too, but because he does not feel recognized, it does not follow a clear direction, that he identifies evil role or he feels that he is nowhere.
problems of an employee discharged inevitably become the problems of the organization. In such a situation, the prudent manager to enhance the employee wins, to clearly define its role and approach custom. This strategy is effective because it often has a positive impact on engagement and empowerment.
Emphasize good performance
The wise manager knows the benefits of positive reinforcement and enhancement to its employees. Emphasizing their good performance, a prudent manager stimulates motivation and builds loyalty. There are plenty of ways to say "bravo" and "thank you". And besides, it costs nothing!
Saying thank you, that feeling of deep gratitude towards life and those around us. "Thank you" should become a sign of politeness launched without attention having been learned by heart soon. Gratitude is beneficial when it is expressed in good conscience, having gone through two stages. First, the finding of well received and its cost (the effort he has requested). Then, the recognition that the source of this benefit is outside of oneself. The more we express our gratitude to the other, we are more appreciated, more so they are friendly, so we have more reason to be grateful, and so on. It's a virtuous circle that can never be completed! Furthermore, gratitude helps a person directing his attention to the happy things in his life and away from what it lacks. Practicing gratitude distracts attention from me, go more to others and what they bring us.
Getting back to the politicians, who spend their time whining and blaming, if they learned to simply say 'thank you', it would change forever the face of politics!
Fostering creativity
Encourage employees to be creative, not only technically but also in finding solutions to organizational problems, generates empowerment.
Give the rope! The manager advised
grant greater autonomy to employees. The prudent manager allocates a greater control to employees on the work activity.
Apply values
In the workplace, values such as respect, fairness and genuine communication promote empowerment. However, the application of values must be a concrete way. Do not settle, for example, display a list of values, at least not if you want them translate into observable behaviors among members of the organization. The sense of commitment felt is partly related to the work environment if an employee or colleague does not see a practical integration of the organization's values, it might be less inclined to commit.
Communicate, communicate, communicate
Things have changed in recent years. An array of tools improves communication between people, and this should also be reflected in communications between the employer and employees. Employees now want better access their boss.
Regularly inform employees about the direction and results of the company, department, team work promotes the empowerment because people will understand better what is the mission of the organization, its objectives and projects. Good communication ensures that everyone knows which way they walk and where they go.
Cultivate sympathy
engender a greater sympathy between everyone will flourish empowerment. Each person is unique, each person has unique qualities, gifts. We all have something beautiful and wonderful. When people feel wonderful and appreciated, they behave like wonderful people.
Cultivating trust
Getting the trust of its employees is essential for an employer. An employee who feels confident can more easily talk about the difficulties experienced and felt with his superior. This can then help in various ways: for example, be more flexible in work schedule; refer to the employee assistance program if one exists in the company; temporarily relieve his task etc..
Adopt a Custom
The manager who promotes a more personalized approach, which focuses on the individual, his preferences and motivations, could get very interesting results in terms of the commitment of its employees. By adopting a case-by-case (but remained within what is reasonable), a prudent manager shows it takes into account the uniqueness of each individual. The manager who adopts this approach, however, must step in and distribute the roles and responsibilities, taking into consideration the particularities of situations. The manager advised must act according to the comfort zone of each employee, their motivations and talents.
Recognize skills
We forget too often but employees are the strength and image of a company (or government). It is therefore important to invest in the development and recognition of their skills.
Once recognized expertise, the staff will aim for the highest quality standards in its work practices, which will inevitably impact on customer satisfaction. For the employer, this allows the team to bring achieve a level of competence established, while distinguishing itself from the competition.
Take stock
managers and employees have every reason to take stock annually on their mission, values and practices, even if only to draw a positive and so continue on track.
Creating memorable events
Creating memorable events used to celebrate success. Many employers do well to give visibility to their winners and show them how they are proud of their involvement and success.
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