Episode D3.011 (NA) People Have the Authority to perform Their Jobs

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Introduction

People desire to have the authority to perform their jobs. Employees will grow with increased authority and willing to take more ownership. Employees should have the authority to complete work, which should also be identified in performance ratings. If employees are not allowed to do their job without being micromanaged, the sense of accomplishment will be nonexistent. Employees having the authority to act is a logical decision. Job success is impacted by employees performing with the required authority. Managers must trust employees enough to delegate work to them. 

Now, let us TeamUP and watch how your business will THRIVE!

Show Objectives – The Why

The objective during this show is ensure business owners are aware of the need to grant people the authority to perform their jobs. The discussion will be to ensure leadership address the challenges and implement strategies that will move the business in the right direction for employee performance. How can you THRIVE by allowing people to have the authority to perform their jobs? This can be accomplished with cognitive processing, adding value, contribution, purpose, effort, engagement, and capitalizing on opportunities. 

Key Issues – Owner Perspective

1. Responsibility of employees for position descriptions, standard operating systems, etc. are not clear. 
   
2. Lines of authority are not clear.  
   
3. Business owners allow too much micromanagement.  
   
4. Responsibility and authority are not equitable but may or may not be treated equally. 
   
5. Business owners may not understand effective delegation or trust employees enough to do so.
   
6. Managers are not aware that debating responsibility does not take away accountability. 
   

What You Need to Know – The What
 

1. You can delegate responsibility but not accountability. 
   
2. Micromanaging employees may cause great employees to leave the organization.
   
3. When employees can take ownership of something, they feel empowered and able to see the value-add.
   
4. Employees must have sufficient authority to perform their role without needing high organizational levels to intervene.
   
5. Task must be delegated but to the right people.
   
6. Position descriptions and standards must include the authority to perform the job. 
   
7. Standard operating procedures must provide the authority to complete tasks without asking for permission.
   
8. There are benefits to delegating.
   
9. Entrust your staff with more responsibility.
   
10. When hiring management staff, ensure delegations skills are included in qualification requirements.
    

What You Need to Do – The How

1. Reduce responsibilities or increase authority
   
2. Ensure responsibility and authority are equitable 
   
3. Practice letting go of completing all the work.
   
4. Establish a priority system.
   
5. Ensure leadership staff understand each employee’s strengths. 
   
6. Ensure the team continues to learn more skills.
   
7. Trust that work is completed accurately but always verify.
   
8. Feedback loops are your friend and will improve future delegation.
   

TeamUP & THRIVE practices the team concept using the THRIVE model. The THRIVE model teaches business owners and leaders how to view business with the “heartfelt mindset”, which is deeper than the fixed and growth mindset. To thrive from the heart requires Thought, Heart feeling, Relationships, Intention, Vitality, and Enrichment. Heartfelt mindsets are actively engaged and involved in contribution and focused on internal and external THRIVING.


Shows
Previous: Episode D3.010 Leadership Treats People as Individuals
Next: Episode D3.012 Summary of Season 2 People Stage III

Written by Dr. Tracie Hines Lashley 
CEO, THE Leaders Innovative Growth Solutions LLC
WEBSITE: https://theligsllc.com 
EMAIL: growme@theligsllc.com 
eBOOKS: http://booksbytracie.com   
TeamUP RADIO: https://aceirt.co/TeamUPradio 
IBGR PODCAST: https://aceirt.co/TeamUPpodcast 

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