Many employers spend a lot of time looking for the right candidate to lead the organization. Of course, there are telephone screening, personal interviews, background screening, and finally employed. Often, employers have spent time and effort that the person they wanted, but then fall short on really getting to know their employees and what will make them long term. Many studies and human resource professionals found that certified employees are happier employees, which in turn makes more satisfied customers, not to mention an overall enjoyable workplace.
Employees are the best ambassadors of what type of Wegmans, says Gerry P. Pierce, senior vice president for human resources at Wegmans Food Markets Inc., one of the nation's major regional supermarket company. Wegmens proud employee empowerment and how this practice helps them attract and retain the best workforce who completed the survey of a few years ago in which 37,000 people surveyed, received an impressive 33,000 results. In addition, the company received 3400 pages of written complaints from employees. One question was "Does management know what is it?" 96% positive response rate was caused. According to Pierce, Wegmans treats their employees like customers and time-consuming to find out what employees need and what makes them happy. "As we engage our customers, we want our employees know that they are worth," he remarks. This attitude and philosophy, no doubt, contributed greatly to the success Wegmens.
Two major components of employee empowerment trust and communication. Both components must be applied to employees and managers, in order to be successful. Believing the front line staff with decision making authority may increase employees' sense of worth, while at the same time increasing customer satisfaction. Such a practice employed by Wegmans. For example, if a customer wants an item that is not supplied, the employee can make steps to ensure that items capacity may be out of service-oriented business and can be molded to any workplace.
Managers can show employees the confidence of the delegation. One must be careful not to delegate only "grunt work" or the dreaded task that nobody wants. It proves effective to delegate meaningful things that give the employee the opportunity to show what they can do and flex their creative muscles to get tasks completed. Some things that could be delegated the conduct of research for the project, determining the agenda for a meeting or making decisions about the work flow for a specific project or time period in the department. Managers should be careful in deciding the appropriate person for delegate, which can be a delicate balancing employee should be able to perform the task. If it is completely beyond their skill set, it can lead to employees being appointed will likely upset when they can not achieve the desired results. Also, avoid delegating to the top performers, because it can overload the employee who may resent wearing more work than others.
The employee empowerment to survive, work and grow, channels of communication must be open. Managers must set clear and honest expectations not micromanage items that have been transferred, and give the employee an opportunity to figure things out and come up with solutions, and giving the employee the opportunity to succeed and prosper. Managers should be willing to listen to employees and provide guidance on asking questions instead of telling employees what to do or taking over the project whenever it could hit is still responsible for the final outcome of the project. In addition, it is important to be involved, but does not exceed the line micromanaging every aspect of the task. Be sure to recognize the success of employees when they complete each phase of the task, especially when the task is completed successfully.
