Find out the meaning of employee enablement and its associated formulas and examples.

Employee enablement definition, formula and examples

Employees are expected to have high productivity and performance while executing their duties. However, some of the prerequisites to it are engagement, empowerment and enablement. Without these, the employees may not deliver.

Employee enablement involves assigning the employees the right roles and giving them a supportive work environment with enough resources such as equipment, tools, training, finance, information and support from coworkers to enable them to perform their roles. Performance barriers should also be removed such as procedural restrictions and red tape.

To enable employees, you should ensure that they have the required skills to perform their duties. This is through training. For the training to be more effective, it should be ongoing so that the employees can have current skills as their work demand change. The employees should also be provided with the tools they require and enough of them to perform their jobs effectively. Also, provide them with the information they require to perform their duties. This gives them the authority and ability to make decisions.

Employee enablement formula 1

Employee enablement is part of the formula that ensures that employees have high performance. It is not right to expect employees to have high performance yet they are not enabled such that they don’t have the right skills, are not provided with tools, information and other resources required.

Therefore the formula for high performance combines enablement with engagement.

High performance = enablement + engagement

For employees to have high performance, they need enablement as well as engagement.

Employee engagement ensures that employees are committed to the achievement of the company goals while enablement gives them the ability to perform their duties.

The common mistake most organizations make is to focus on employee engagement and fail to put emphasis on enablement. This leads to frustrated employees who are willing to perform but they cannot do so since they are not enabled. In turn, some employees may try to solve the problem by seeking enablement, if they are not enabled, they may opt to lower their engagement level to the level of enablement. Still, some may choose to leave the organization in favor of where they have enablement.

Employee enablement formula 2

This enablement formula includes empowerment in the equation.

Performance= enablement + engagement + empowerment

Empowerment gives employees decision-making autonomy when they are performing their duties. The employees can make decisions at lower levels enabling them to solve problems as well as improve their performance while they are also held accountable for their decisions.

Empowered employees have high productivity, provide better customer service, and they are more open to change.


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