An organization that transforms into a flat organization needs to train and prepare employees in many aspects. Employees need training on group decision-making techniques, human resources methods, and laws, along with understanding a budget. When an organization falls short in training an individual properly, chaos and failure can be the results.
An understanding of what employee empowerment means is necessary. Employee empowerment does not mean that management no longer has the responsibility to lead the organization and is not responsible for performance. The leadership team, consisting of executive management, middle management, and front-line supervisors must be strong and be held accountable (Adams, 2003). Employee empowerment does not mean there will be no bosses. Someone has to be in charge. Employee empowerment means that the employees are part of the decision-making process and are allowed to make some decisions without upper management's approval.
Communication is the first tool necessary when desiring to empower employees.
From the strategic plan to the daily decision-making, honest and repeated communication plays an important part in the achievement of flat organizations. Employees do not want to be the last to know details concerning a change. The employees like to be part of the change. The recommended amount of communication is figured by using the amount management believes is necessary and multiplying by 10. The theory is by repeatedly relaying the message, employees will start to accept the change (Adams, 2003).
Management cannot empower employees until they empower themselves. Hiring leaders who possess self-esteem, people skills, and the willingness to share knowledge brings out the best in employees. Managers can start by reading empowering materials, attending seminars focusing on rejuvenating their own mind and body, learning to manage time and energy effectively, and participating in empowerment training (Michaels, n.d.). Managers must believe in the empowerment in order...