{"id":352,"date":"2017-08-19T17:05:19","date_gmt":"2017-08-19T15:05:19","guid":{"rendered":"https:\/\/www.hpbbnieuws.nl\/?p=352"},"modified":"2017-08-19T17:05:19","modified_gmt":"2017-08-19T15:05:19","slug":"5-things-managers-should-do-to-empower-employees","status":"publish","type":"post","link":"https:\/\/www.hpbbnieuws.nl\/?p=352","title":{"rendered":"5 things managers should do to empower employees"},"content":{"rendered":"

Artikel van Caitlin Hendee in Denver Business Journal, juni 2016<\/em><\/p>\n

5 things managers should do to empower employees<\/h2>\n

Millennials\u00a0now make up the majority of Colorado\u2019s population<\/a>, and their approach as an employee is different than generations before.The idea of sitting in a cubicle from 9 a.m. to 5 p.m. just doesn\u2019t cut it for most millennials. Neither does the idea of working just to get a paycheck or climbing the corporate ladder.<\/p>\n

\u201cThey want to see and feel a purpose in their work rather than only coming to their jobs for a paycheck,\u201d said\u00a0Jim Harter<\/a>, chief scientist of workplace and wellbeing at\u00a0Gallup<\/a>, the Washington, D.C.-based global research and consulting firm. \u201cThey want to develop and envision their future rather than simply remaining satisfied at their jobs thanks to \u2018perks.\u2019 For many, their work is blended into their lives and is more than just a job.\u201d<\/p>\n

And catering to those desires has been the talk of management and upper-level executive circles for quite some time. But while certain processes, such as\u00a0doing away with the annual performance review and replacing it with new systems<\/a>, should be done away with, Harter said the core values and traits of effective managers remain timeless. Empowering employees, and subsequently the company, to succeed is something savvy manager can do by going back to the basics.<\/p>\n

\u201cIt is interesting that many of the core requirements for great managing are unchanged from five years ago \u2014 defining clear and organizationally aligned outcomes, individualized strengths-based development, accountability, career growth opportunities, for example,\u201d Harter said. A good manager acts as a \u201ccoach\u201d rather than a \u201cboss,\u201d and selects people for roles they have the natural capacity to excel at.<\/p>\n

\u201cIn setting expectations, they define the right outcomes first, and don\u2019t expect everyone to reach the same outcomes in the same way,\u201d he added. \u201cIn motivating, they focus on individual strengths and manage around the weaknesses.\u201d<\/p>\n

Managers account for about 70 percent of team engagement, and highly engaged teams have 21 percent higher profits compared to those without engaged teams, according to research conducted by Gallup.Engaged employees are also healthier and have better overall quality of life. Great managers improve lives while they improve performance,\u201d Harter said. Harter, who contributed to\u00a0Gallup\u2019s<\/a>\u00a0new book \u201d\u00a0First, Break All the Rules: What the World\u2019s Greatest Managers Do Differently<\/a>,\u201d offers 5 ways managers can keep employees engaged and move the company to success:<\/p>\n

\n

1) Select for talent.<\/strong><\/p>\n

2) Define the right outcomes \u2014 those that align with organizational objectives and are achievable.<\/strong><\/p>\n

3) Focus on strengths.<\/strong><\/p>\n

4) Find the right fit.<\/strong><\/p>\n

5) Coach rather than boss.<\/strong><\/p>\n

Voor een toelichting op deze 5 punten: klik\u00a0hier<\/a>.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Artikel van Caitlin Hendee in Denver Business Journal, juni 2016 5 things managers should do to empower employees Millennials\u00a0now make up the majority of Colorado\u2019s population, and their approach as an employee is different than […]<\/a><\/p>\n<\/div>","protected":false},"author":3262,"featured_media":242,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[12,82,23,34,35,57],"class_list":{"0":"post-352","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-organisatie","8":"tag-bevlogenheid","9":"tag-engelstalig","10":"tag-geluk","11":"tag-leiderschap","12":"tag-management","13":"tag-werk"},"_links":{"self":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/352","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/users\/3262"}],"replies":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=352"}],"version-history":[{"count":1,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/352\/revisions"}],"predecessor-version":[{"id":354,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/352\/revisions\/354"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/media\/242"}],"wp:attachment":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=352"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=352"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=352"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}