If you’re a manager or a leader, you’ve likely identified which of your employees have the potential to do more. You may recognize inherent leadership qualities and see the opportunity for them to really lean in and elicit change. And yet, motivating these individuals to step up and take action without being told to is challenging. Even the most talented, qualified employees can feel strained. Putting too much on their plate at once can also mean you’re putting them at a greater risk for burnout.
During these instances, you have two options. You can promote these individuals to management roles, or you can coach them before throwing them into a position of power. Doing the latter is a way to empower them, enabling them to think outside of the box. With this, they will foster new, productive ways of doing business better. Curious on how you can motivate employees to go above and beyond their day-to-day responsibilities? Read on for four tips to empower employees to become agents of change.
1. Bring in Outside Speakers
Even if your company’s leadership team is the most inspiring group, there is always room for different voices to be heard. Bringing in outside speakers is a rather simple way to inspire your workforce. And with the rise of webinars and video conferencing, inviting guests for a motivational discussion is as easy as ever.
But before inviting in a fellow colleague from another company, think about your choices carefully. This is a way to inspire change in a new way, so inviting someone with a similar background as you may not be the most advantageous. Use this as an opportunity instead to bring in someone with new ways of thinking.
A DEI speaker, for instance, can help change your company’s culture for the better, inciting deep conversations amongst your employees. They can discuss a variety of diversity-related topics. Whether they cover privilege, ethics, or micro-aggressions, this type of speaker can prompt change and challenge employees to step up in new ways.
2. Recognize Achievements
While some employees may be motivated by hearing from an inspiring speaker, others may be extrinsically motivated. Younger generations tend to feel like they deserve a pat on the back for the work they have done. With this, they may go beyond what is expected from them if they know a prize is at stake.
Recognizing achievements amongst all employees can be beneficial. It’s a way to engage employees, leading to better retention and higher performance. When it comes to recognition, you can create a monthly employee recognition award and make the announcement during an all-hands meeting. Or, you can use monetary rewards such as gift cards or additional PTO days as incentives.
3. Listen Up
This third tip may seem straightforward, but it can be challenging for many leaders. Listening is vital to employee growth and empowerment. If an individual feels like their voice doesn’t matter, they won’t feel compelled to do more for the company. They will simply do what is asked of them and move on. Although giving constructive feedback is still important as a leader, listening is just as important for their development and growth — if not more so.
To facilitate a two-way dialogue between yourself and your team, ensure they know you’re open to feedback. Ask them questions that will encourage them to share their thoughts about how things are going. You may discover they have a better way to get a project done or know how to collaborate more seamlessly with another team, for example. Employees join your team as individuals with unique experiences and skills, and those different perspectives are an extremely valuable asset.
4. Lead by Example
Lastly, showing how you are an agent of change yourself can inspire your team to take charge. A strong leader leads by example themselves. You should model how you want your team to act. If a leader’s known for sending off haphazard emails at midnight, then employees will feel they need to work past normal hours. If a leader sticks to an 8-hour workday and prioritizes their life outside of work, employees are often more inclined to do the same.
To shape future leaders, you’ll want to provide mentorship. Don’t think this needs to be a formal program delegated from HR. It can simply look like inviting an employee to coffee and discussing their professional growth path. You may find they are interested in taking on more responsibilities but just don’t know where to begin. Or, they may let you know that there is too much on their personal plate right now so a big move at work just isn’t realistic for the time being.
Either way, after you’ve listened to them, try to take action to help. If an employee doesn’t know how to start taking on more responsibility, show them how you have navigated the process. If you can, offer additional training and resources. On the other hand, if an employee is struggling with too much, share the ways that you ease any burdens. Leading by example might look like helping them delegate or prioritize time management or it may look like simply showing up at your best everyday to inspire your team.
Takeaways
Empowering employees to become agents of change doesn’t happen overnight. It’s a process, one that can take several months or years to see tangible results. That said, don’t be discouraged or disappointed with your team. Rather, find ways to inspire them and figure out what their passions are at work. Give them the opportunities to do what they really love and make the changes necessary for having a great workplace.
