Today, managers who run companies are increasingly practicing employee empowerment, which is basically sharing the ownership of project responsibilities with staff – It can have surprising results. For instance, instead of a manager dictating exactly how a project is to be completed, team members are instead asked for their input. Typically, they are asked to participate in brain storming sessions, from which tasks and responsibilities are assigned; as a group they get to decide how they will accomplish the project.
This approach is very different from the traditional top-down management style. Employers may reveal unique skill sets of their staff, which could also deliver to their bottom line. In turn, with employees having an opportunity to take ownership of projects, they may feel empowered by being able to make decisions and use their creative skills. Colleagues, who then take on assignments, can use the same methods of work sharing to empower their fellow workers in return. Colleagues can make use of this approach when working on smaller projects, utilizing the unique skill sets of their coworkers and sharing tasks according to their strengths. While a manager will still oversee projects, workers who have come from other jobs are able to bring previously developed skills to the table. In addition, younger workers can discover a lot about what they can accomplish while challenging themselves with problem solving. Collaboration among team members can also bring a strong innovative spirit to projects, colleagues can teach one other, and new ideas have a chance to flourish.
So while a manager will never go away in a company, using the method of employee empowerment from the bottom up can foster trust among employees, creating more job satisfaction in the work place.