Link to the testimonial: https://www.linkedin.com/pulse/first-step-employee-engagement-empowerment-amy-hatcher-parsons-zpire/?trackingId=z7kdoPV0Tb6GSVtxHfisEg%3D%3D
Empowerment is often overlooked, despite being a crucial driver of employee engagement. The following testimonial illustrates how the feeling of empowerment can significantly improve individual performance, engagement, and sense of belonging.
The Empowerment Process
In this case, a young associate at a law firm took the initiative to bring in a new client—a task generally reserved for more experienced employees. This bold move earned her an unusual level of responsibility: managing a deposition on her own.
This moment perfectly exemplifies the autonomy dimension of empowerment. Not only did she have the opportunity to choose the situation, but she also felt a sense of influence, as she controlled the outcome of her actions— a key factor in empowerment.
However, this experience also highlights the sense of meaning that this responsibility provided her. By taking a central role in such an important project, she was able to see the significance of her work and its direct impact on the firm, thus enhancing her personal engagement and her drive to excel.
By asserting her role, she also strengthened her sense of competence. Competence, one of the four dimensions of empowerment, is essential as it enables individuals to feel that they have the skills and expertise necessary to complete a task. In this case, her proactive involvement in preparing and managing the deposition allowed her to demonstrate her competence while building her confidence.
Empowerment, Diversity, and Inclusion
When this lawyer arrived at the deposition, she was mistaken for the stenographer rather than the attorney, a reminder of the biases that still exist in many professional environments.
This situation emphasizes the importance of creating environments where diversity and inclusion are fully embraced, so that every individual, regardless of their background or profile, can benefit from empowerment. Influence and autonomy should not be restricted by stereotypes or external perceptions. On the contrary, all employees should be encouraged to exercise their influence and feel responsible for their work, regardless of their identity or professional experience.
Empowerment: A catalyst for performance
This testimonial perfectly illustrates how empowerment, through its four dimensions (autonomy, meaning, influence, and competence), changes the way employees engage in their tasks.
By feeling responsible, this lawyer approached every aspect of her preparation with care and foresight. This is proof that when employees are autonomous and perceive the meaning in their work, their engagement increases significantly.
In contrast, when she helped senior lawyers prepare for depositions, she merely responded to their expectations, without taking initiative or anticipating potential scenarios. This contrast shows the importance of task ownership in the empowerment process. When influence is limited, or the work lacks perceived meaning, engagement diminishes, and the quality of the work suffers.
The role of leaders in Empowerment: A key support
Individuals can and should take initiative to take responsibility for and fully engage in their tasks. However, within the context of a company, leaders play a key role in supporting and amplifying this empowerment.
Leaders are responsible for creating an environment where employees can exercise their autonomy, find meaning in their work, influence outcomes, and strengthen their skills. They need to provide early support, encourage gradual autonomy, and offer constructive feedback. This framework, established by leaders, allows individuals to develop their potential and take initiative while feeling supported.
In conclusion, this testimonial demonstrates how empowerment, through its fundamental dimensions, not only transforms employees but also contributes to the overall performance of the organization. Creating an environment where these four dimensions are developed is essential for fostering engaged and high-performing teams.