Take empowerment, for example. It used to simply mean that someone had the skills, and the permission, to act autonomously at work. Often the result of long-term relationships and trust-building, empowerment developed over time, following the unspoken rules of corporate success.
But as we’ve learned, the only constant is change. Today, empowerment in the workplace looks very different than it did before the pandemic. To better understand this shift, Wiley Workplace Intelligence surveyed 1,500 individuals about what it means to feel empowered at work, how organisations can unlock empowerment as a strategic asset, and the surprisingly simple tool managers can use to foster it: clarity.
Quality of Relationships Outweighs Tenure in Fostering Empowerment
77% feel empowered in their current role.
Our research revealed a striking insight: 77% of respondents feel empowered at work. This figure reflects a shift in organisational culture; one that increasingly values trust, flexibility, communication, and supportive leadership over tenure and traditional progress.
What’s particularly interesting is that over half of those respondents (58%) have been with their current manager for two years or less. This challenges the long-held belief that trust and empowerment are primarily the result of long-term manager-employee relationships. The idea that empowerment must be “earned” over time is being redefined as organisations prioritise collaboration and cohesion to drive results.
Even as workplace culture trends back toward corporate priorities, moving away from the strong emphasis on work/life balance seen in the early pandemic years, it’s clear that some changes are here to stay. Hybrid environments, for instance, have necessitated more intentional communication, which may be accelerating trust-building and strengthening relationships faster than in traditional settings.
Remote Work Boosts Empowerment
Our research reveals a compelling insight: remote employees report significantly higher levels of empowerment (54%) compared to their office-based counterparts (48%). This gap underscores the powerful role that flexibility and autonomy, hallmarks of remote work, play in shaping how empowered individuals feel in their roles. When employees have greater control over their environment, schedules, and workflows, they’re more likely to take initiative, make decisions confidently, and feel trusted by their organisations.
The takeaway is clear: remote work isn’t just a lifestyle perk; it’s a structural advantage. By enabling more autonomous work environments, organisations can foster a culture where empowered behavior thrives. As the workplace continues to evolve, embracing remote and hybrid models may be key to unlocking higher engagement and performance across teams, not only improving your culture, but also improving your bottom line.
A Critical Gap: Empowered but Inactive
While many organisations are making strides in fostering empowerment, our research highlights a crucial disconnect: 42% of employees report feeling empowered but don’t act on it. These individuals, what we call “latent leaders,” possess the mindset and potential to lead, innovate, and drive change, yet remain on the sidelines. This gap suggests that empowerment alone isn’t enough; without the right conditions and encouragement, even confident employees may hesitate to step forward.
To truly unlock the value of empowered employees, organisations must go beyond simply fostering a sense of autonomy. They need intentional strategies that activate this potential through clear expectations, supportive leadership, and opportunities for meaningful contribution. Empowerment must be paired with action-oriented culture and systems that encourage people to take initiative, share ideas, and lead from where they are.
The Power of Meaningful Authority
Empowerment isn’t just about feeling capable; it’s about being trusted to act. Yet only 49% of employees say they feel empowered to take action without waiting for permission. This highlights an important distinction: empowerment falters when it’s limited to task delegation rather than true decision-making authority. When employees are merely assigned responsibilities without the autonomy to make meaningful choices, their sense of ownership and initiative can stagnate. For example, when leaders say they trust their people’s expertise and insight, but continuously overrule or micromanage, that erodes trust and feelings of empowerment, as actions don’t align with words.
People who are given meaningful authority are 2.8x more likely to take initiative.
Our research shows that employees who regularly receive “meaningful authority,” which is the power to make decisions, not just complete tasks, are 2.8 times more likely to take initiative. This kind of authority signals trust, respect, and a genuine invitation to lead. For organisations aiming to cultivate empowered, proactive teams, the message is clear: don’t just delegate work, delegate decisions. Empowerment thrives when people are trusted with real influence, not just responsibilities.
What People Say They Need Most: Clarity
When it comes to feeling empowered at work, clarity stands out as the top priority. Nearly half of employees (48%) ranked clarity as the most important factor in their sense of empowerment. This finding reveals that uncertainty, not only a lack of authority, can be a major barrier to action. Even the most capable and motivated employees may hesitate to take initiative if they’re unclear about expectations, goals, or decision-making boundaries.
Empowerment doesn’t happen in a vacuum; it requires a foundation of shared understanding. When organisations provide clear direction, define roles, and communicate goals effectively, they create the conditions for confident, empowered behavior. Clarity transforms potential into powerful performance by removing ambiguity and enabling employees to act with purpose and alignment.
How to Foster Empowerment
1. Provide Clear Direction
2. Define Roles and Responsibilities
3. Communicate Goals Effectively
When empowerment is activated with purpose, it becomes more than a feeling – it becomes a force for innovation, engagement, and growth.
Wiley’s suite of professional solutions provides a structure and common language to help empower entire organisations with the skills needed to get to the next level. From building better teams with The Five Behaviors®, and improving understanding to create engaged, collaborative, and adaptive cultures with Everything DiSC® on Catalyst™. Wiley has innovative solutions that help make the workplace a better place.
Wiley Workplace Intelligence conducts in-depth research on key workplace issues by gathering insights from individual contributors, managers, and leaders. Wiley Workplace Intelligence then analyses these findings to provide actionable solutions that are shared in their blog.
The Fruitful Toolbox are Authorised Partners of Everything DiSC and The Five Behaviours. To learn more about DiSC, find out how to contact us here. To view this original blog by Wiley please click here.
