Delegation and empowerment relationship

Delegation versus empowerment: what, how, and is there a difference?

delegation and empowerment relationship

Delegation and empowerment both seek to increase a manager's used interchangeably, there are several areas of difference between them. sense of ownership and improve interpersonal relations with employees. Delegation and empowerment work best when it is done in small increments. The 6 Behaviors That Turn Delegation Into Empowerment in empowerment, it's important to first understand the difference between the two.

The benefits of effectively delegating far outweigh the risks.

delegation and empowerment relationship

Baby Boomers may struggle with relinquishing control and delegating because of their own historical work experiences. They are hesitant to delegate because they worry about their own reputations.

The Difference Between Empowerment & Delegation

Given the highly competitive work environment for Baby Boomers, a mistake in delegation could mean losing a promotion or not getting assigned to the next project. Gen Xers may be more inclined to delegate, especially tasks or projects that they feel do not add value to their professional portfolio or skills repertoire.

They generally recognize that the more employees can do, the greater likelihood of achieving team results. However, because Gen Xers dislike being micromanaged themselves, they may not provide sufficient background information or detailed instructions when handing over responsibilities.

Differences Between Empowerment & Delegation

There is a tricky balance, here, however. While workers should feel a need to work out day to day issues directly with the farm foreman, the door should be left open for workers to sense that the farmer can listen to them, too. At one farm operation, the grower made it clear to the employees that his door was open to listen if they ever needed to talk.

As soon as the farmer would leave the field, however, the foreman would close that door, by telling employees that they were not to ever bother the grower. Delegation and empowerment work best when it is done in small increments.

In an effort to get some of that empowerment potion into personnel, where employees will see things with managerial eyes, sometimes farm employers will over-delegate.

And when the employee fails, much of this decision making or responsibility is taken away from personnel. Instead, as the employee succeeds at increasingly more difficult tasks, more can be delegated.

The Difference Between Empowerment & Delegation, Sarah Goodall

When delegating, it is a wonderful feeling to know the employee will do the job just as well, if not better, than one would. Both of these techniques are adopted by managers when they are assigning workload within their team or department.

Each approach requires a different mentality and expectation. However, no matter what approach has been adopted, the manager is still in control. The managerial role still stands — assigning tasks and choosing who to assign them to.

On the other hand, if empowered to do so, the employee will be provided with a wider range of information regarding the company and the individual employee will be left to their own devices — making their own decisions along the way and taking ownership of the work.

delegation and empowerment relationship

Therefore, power and authority are only granted through empowerment. However, for empowerment to be successful, as stated above, employees need to be provided with all possible information. Information including finance, personnel, resources, authority and to be held accountable for their work whether good or bad. These components are crucial in order to give them true freedom to fail on their own efforts. Having said this, resistance is normally greater with empowerment from a managerial position as it entails more than assigning a task; meaning that certain authority has to be given up.

Some managers will prefer to delegate as they feel like empowering their team is essentially losing their power and significance to their role. Additionally, empowerment is more beneficial and productive in the long run, even though it may seem time consuming to begin with.

An empowered team is more likely to work efficiently and employees will be willing to go the extra mile as tasks and projects become more personal to them.

delegation and empowerment relationship