The concept of “empowered employees” can seem like a bit of a buzzword or a trend, but it’s a lot more than that. Empowered employees are the key to improved productivity, workplace satisfaction, engagement, and retention.
Empowerment is a tremendous and broad objective, however. It’s difficult to make employees feel empowered and instead they often feel like they’re living under rigid guidelines and micromanagement. This can be especially true for finance and accounting employees.
Despite the challenges, empowerment is possible, and the following are some ways to make it happen, especially among accounting teams.
Provide Them with the Right Tools
There is a tendency among employers to be cautious about introducing new software and technology because they don’t want employees to feel like they’re being replaced with automation. This isn’t likely how accounting employees are going to feel if new technology, such as expense claim software, is presented in the right way.
Employees will feel stronger and more equipped to do their jobs well if they have advanced technology that streamlines the process. This allows the employer to set up the rules and the guidelines but to do so in an automated way. This also provides centralized visibility, but at the same time employees aren’t going to feel like they're overly supervised or managed. What the right software and tools can do is really allow employees to have more authority, but it still offers a sense of protection for the employer.
Having the right tools and technology can not only reduce things like human error but can also empower employees by allowing them to focus on more strategic thinking and tasks. It’s a win-win for employees and employers.
Information Sharing
Too often, businesses are stuck within the confines of feeling like employees are on a need-to-know basis. Not only is a lack of transparency and information-sharing demoralizing, but it’s also counterproductive in terms of promoting employee empowerment.
Employees on your accounting team should have access to any relevant information. They should have an understanding of not just the “how’s” but also the “whys.” Information should be readily available so that they can then use that information to guide their decision-making in an informed way.
Connect Employees to a Purpose
The idea of connecting employees to a larger purpose can be extremely hard in terms of the accounting team. It’s hard for people to see that connection between number crunching and invoices, and the larger picture of the company. It’s up to you as an employer to bridge that gap in a way that will empower employees to see themselves are more than just numbers people or people who show up to do a job and then leave.
The accounting department is actually a critical part of strategic decision-making, and they should be made to feel that way. Employees need to see themselves as part of something larger, and also need to see opportunities to expand beyond their current role. That larger picture concept can make even the more mundane account tasks seem more relevant, and it can empower employees to take on more.
In terms of accounting, consider working with the team to show them how invoice accuracy contributes to cost savings, which can, in turn, allow the company to meet other objectives or become more competitive.
Change How You View Responsibilities
As a manager and leader, when you assign work to someone on your accounting team, you may think that you’re assigning them tasks. Yes, you may be assigning tasks in some ways, but reframe that in your own mind and the mind of your employees.
You’re not assigning menial tasks. The sense of responsibility you’re assigning is about outcomes. The outcome is ultimately what each employee has responsibility for, and beyond that, you provide them the autonomy to do what they need to do. How they get to that outcome is up to them. Changing your thinking when working with employees can allow them to similarly change their thinking.
Too often business leaders think that delegation is all about assigning out tasks that need to be done, and there’s no sense of decision-making or autonomy in that delegation. Let your employees know you trust them, and all you care about is the result. They’re going to feel more engaged and productive as a result.
It’s difficult to empower employees because it can mean letting go of control, but it can also allow your account department to thrive in new ways that will benefit the entire organization.