7 Ways to Empower Your Team for Massive Growth

Leading a team of 5 or 50 team members is never easy. 

But, when projects fail, deadlines aren’t met, and results are lacking you need to be able to confidently answer yes to both of these questions.

Have you provided everything your team needs to perform well? 

Have you done your part to set them up for success?

I know that’s a tall order to fill. So I’ll break it down into one word that’s going to enable your team to perform well, knowing they have everything they need for that success. 

Once you’ve nailed this one word, the rest will follow. 



Team empowerment creates a domino effect. When your team feels empowered, they become loyal, committed, and productive, which positively impacts your business as a whole. They can easily help you create a self-sustaining business that generates 6 to 7 figures. 

So let’s talk about a few things you can do to empower your team to grow, be productive and efficient. 


Set and Define Team Roles Clearly

First things first: make sure every person you hire understands their role. This will help them easily adapt to their workload, work productively, and collaborate with the rest of the team. It eliminates a lot of that “first-day confusion” that can cause you (and the team member) a lot of stress. 

So when you’re filling a new role, make sure the examples below are detailed and specific:

  • Job descriptions – This is more than the title. It sums up all the responsibilities and tasks of whoever has the position.
  • Tasks – This is a detailed rundown of your team member’s activities. 
  • Responsibilities – You can create an outline of the results you’re expecting in this role.
  • Competencies – List down the skills needed to fulfill the role.
  • Experience – This gives an in-depth view of your team member’s background related to the role.

Setting and defining team roles are important. Teams function efficiently when they know what to do, and how they can take part in your business’s success.


Welcome Your Team with Proper Onboarding and Training

Truth is, welcoming a new team member is more than making an announcement.

It all boils down to proper onboarding and training. So aside from introducing a new addition to your team, make sure that:

  • Your team member’s first week comes with onboarding activities – let them meet your entire team, feel comfortable with the environment, and become familiar with their role.
  • You have someone to train your new team member – Assign someone from your team who can initially train your new hire. 

If done properly, onboarding and training will have a great impact on your new hire’s experience. It makes your new team member’s welcome positive, exciting and empowering.


Communicate Core Values and Expectations

Over 75% of employees highly value core values when they work for a company. They’re more likely to stay motivated and be proud of the work they do if company values align with their personal values. 

So, you need to have core values in place, and set expectations for every team member.

Core values apply to everyone in your team. They are underlying philosophies that guide you, your team, and the entire business.

As a leader, you also need to set clear expectations. This helps your team know what’s expected of them. It gives them more autonomy over their work, which keeps more day-to-day tasks off your plate. 

Here are two effective times to communicate expectations with your team:

  • Share them in 1:1 meetings – This allows team members to share their thoughts, and identify areas of improvement privately.
  • Share them in team meetings – This keeps everyone aligned on core values and expectations, commend high-performing team members, and celebrate wins together.

Remember, these core values are not just catchy words you hang on the wall. They are a way of life, setting your team up for success.


Set Clear and Measurable Goals

You do NOT want a team that pulls levers, follows your orders, and does whatever they’re told. They need to be goal-oriented. It’s a non-negotiable trait for empowered teams. 

But the reality is, so many companies demotivate their teams by setting unrealistic and complicated-to-measure goals. no hope of hitting them.

  • What Clear Goals Look Like
    • Clear goals can be built out, embraced, and done by the team member. You can create detailed and straightforward guidelines on how to achieve them.
  • What Measurable Goals Look Like
    • Measurable goals typically come with metrics that your team should track and improve. Some examples of metrics are client retention rate, number of monthly sales, profit margin, and more.

Your team wants to see that what they do matters. If they can identify the connection between what they do and how they take part in achieving company goals, they’re likely to feel empowered.


Delegate Tasks with Clarity and a Streamlined Framework

Systems are more important than you think.

You can’t simply onboard a new hire and delegate tasks to get things off your plate. Unfortunately, delegating is just not that easy. That’s why it’s so critical to use a clear and streamlined delegation framework.

It can start with creating and providing SOPs (Standard Operating Procedures). SOPs clearly state who’s responsible for what. They provide detailed and specific instructions on how things work.

When you delegate tasks with clarity, you’re giving your team the efficiency and reliability they need to succeed. You’ll reduce the margin for error, getting the best possible results in the long haul.


Encourage Open Communication

Open and honest communication is a must-have in a healthy workplace. Without it, your team gets demotivated, tasks go unfinished and company culture fades off into the distance.

So how do you create a culture of open communication?

  • Be transparent – Company culture comes from the top down. So as a leader, you need to be a good and effective communicator. And in time, you’ll see that your team will follow. You can create an honest communication with the entire team, encourage them to speak up during meetings, and a lot more.
  • Ask for feedback – Not all your team members are comfortable speaking up. So it’s your call to encourage them. Ask them directly for feedback about your performance, leadership, and overall team impact. You can do these through 1:1 meetings for maximum privacy. Make them feel that you value their input, that their thoughts matter to the entire team.


Offer Guidance and Support

An empowered team thrives on a manageable to-do list. Be careful to stay aware of what’s on their plate, how they’re doing, and if they’re capable of handling everything that’s assigned to them.

If they’re struggling, be there for them. Offer guidance and support. 

This guidance can show up in different forms.

For example, if they feel down and unmotivated, set up a 1:1 call just to listen and offer words of encouragement. 

Or provide resources to help them improve their skills. Don’t be afraid to pay for additional training or education. Investing in your team members will always get you ROI in the long run. 


Team Empowerment 101

Empowering your team is not as simple as delegate and forget. It should be… Delegate to Elevate. As a CEO, you have to do your part to encourage your team to be and do their best. This is the kind of work culture that thrives and leaves an unmistakable impact.

Delegating is a non-negotiable skill when it comes to empowering your team on a daily basis. When everyone feels empowered and supported, they deliver their best work – consistently. 

The doors are open right now for Delegate to Elevate, the workshop that will teach you to delegate effectively, so you can shave 7 hours off every workweek. 

  • With those 7 hours, you’ll free up a full day to wear your CEO hat and pave the way to scale all the way to 7 figures. 

Grab your spot here: kathrynbinkley.com/delegate-to-elevate

Next Steps

  • Sign up for The Brief HERE and get weekly CEO-level strategies and resources to help you scale.

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