Good employees are the backbone of a smoothly running organisation. They are loyal, they believe in you and they are talented. The more involved these employees are in company decisions, the more they can contribute to overall growth. Is it any surprise then that so many companies are moving away from calling them just ‘employees’ and using terms such as ‘team members’ and ‘associates’? It feels more personal and gets them thoroughly involved in the process. Making them a part of the decision-making process can have several benefits for your organisation.
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The team feels valued
As experience and several surveys have shown, employees don’t just stay back for the money. More significant things drive them, such as a sense of pride in what they do and a feeling of being integral to the company’s success. When you involve your people in making decisions, they feel significant and valued.
They don’t have to revert to you for every little thing
This is a huge confidence booster. Employees who have to ask for clearance before doing something often feel like you don’t trust them, which, in turn, translates to mediocre work. In an environment where independent decision making is discouraged, you may find productivity levels falling as employees choose the safer option over the best possible solution. What’s more, delegating decision-making frees up your time to do more.
They’ll solve problems as opposed to creating them
Once you involve people in decision-making, there are greater chances that they’ll own up to their choices. People who take up responsibility for decisions are less likely to complain about what could have been done. Instead, they focus on how they can improve the current situation. Moreover, they could come up with innovative solutions and develop a solution-oriented approach in the long run.
They’re motivated to do more
Creativity cannot be fostered in a stringent environment. When there’s a culture of collective decision-making, people feel more inclined to offer creative and out-of-the-box solutions to persistent problems. This is extremely useful in an organisation because each person brings a new background and experience to the table.
It gives you new perspectives to think about
When it comes to perspectives, the more the merrier. You never know where the best ideas can come from. By isolating the decision-making process or restricting it to just a few people, you’re losing the opportunity to listen to a variety of angles. Especially in startups, this could be fatal.
Using a participative approach to management ensures that each of your employees feels engaged and connected to the picture. While it certainly takes time to build such a culture, keep at it and you may find that you’ve built an organisation that values trust and involvement. As a rule, employee involvement in decision-making is not an end goal but an on-going process. Wondering where to start and how it all works? This resource might help.
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