Employee motivation and employee empowerment are part of employee development.

Every business and work process eventually requires that people make decisions to do the right thing. For employees to act appropriately there must be employee motivation that is a natural growth from employee development and employee empowerment. Usually an active employee development training program is required to develop employee empowerment.  As human beings we are all created with a free will and the capability to make decisions. When employees are not making the correct decisions, no matter how good the process or system, problems will soon develop. Active employee development and  employee empowerment will help create the environment where employee motivation can develop so more of these decisions beneficial to your organization. Every level of  needs to understand employee development and employee empowerment. A consistent  training plan that starts with executive coaching and includes management training as well as supervisor training  while offering leadership skills development for all employees will speed realization of empowered employees.




There are an almost infinite number of small details that no one except the person actually doing the work can ever know. Without employee empowerment it is difficult to take advantage of this knowledge. All of this knowledge is valuable and waiting to be tapped for your organization's benefit. Many organizations make a halfhearted attempt at employee empowerment with the Suggestion Box that is never opened. The last one I had opened contained several gum wrappers and one suggestion; it was over six months old. While this may fool some into thinking they have an avenue for participation and employee empowerment, others are successfully tapping this resource.


The attitude that employee have on the work place can be as important than the actual technical skill level. Most of the time when we speak of an employee having an attitude it goes without saying that we are talking about a poor attitude. When speaking of a positive attitude it is always preceded with the good descriptor. Our experience confirms that poor attitude is one of the more common concerns in the work environment. Actually it is not the attitude that is the problem, rather the behaviors that results from that attitude is of concern. When someone is described as having a bad attitude and you press for how anyone else can know if someone has a bad attitude the responses are fairly typical. Attendance problems, marginal quantity or quality of work, interpersonal problems with co-workers or supervisors, poor communications, lack of cooperation in any activity, etc. The list is remarkable similar no matter what the job, company, industry, or part of the world.