If you’re from a middle-class background, this might hit close to home…
You wake up before sunrise, catch that crowded train or start up your dusty motorbike, grab a quick breakfast, and dive into a full day of work. You stay late, skip breaks, and barely take leaves—even when your body is begging for rest. All in the hope that one day, someone will notice your effort. Sound familiar? That drive to keep going, day after day, without pause—that’s what made me think leadership was about doing it all myself, not empowering my employees.
That was me too. But not just as an employee—as a boss.
Back when I started managing my own team, I believed the best way to get results was to be in control of everything: assign tasks, monitor progress, and make all the decisions. For years, I micromanaged because that’s what I thought “leadership” meant.
Then came the shock that changed everything.
The Wake-Up Call That Changed My Leadership Forever
It was a regular Monday. Emails, calls, chai. Then an unexpected resignation landed on my desk. One of my most consistent, hardworking team members had quit.
The reason?
“I don’t feel trusted anymore.”
I was stunned. This wasn’t just feedback—it was a mirror. That one sentence forced me to rethink my leadership from the ground up.
And what followed next was a quiet revolution: I started empowering my employees.
The result? Within 4 months, our team productivity increased by over 30%, and people actually started enjoying their work again.
What Does Empowering Employees Even Mean?
In a typical Indian work environment—especially in middle-class setups—there’s a clear top-down system. The manager instructs, the team executes. But empowerment flips that model.
It means giving your team:
- Responsibility with freedom
- Autonomy to make decisions
- Support when they need it
- Trust without being watched all the time
And let me tell you, the change wasn’t just professional—it was deeply personal too.
Here’s How I Did It (Step by Step)
- Stopped Being the “Boss” and Started Being a Coach
Instead of giving orders, I started asking questions:
- “What do you think is the best way to do this?”
- “What timeline works for you?”
- “Is there any support you need?”
The team’s eyes lit up. People began taking ownership of their work. They weren’t just task-doers—they became problem-solvers.
- Delegated Real Decision-Making
I started assigning outcomes instead of just tasks. For example, instead of saying “Make a report by Friday,” I’d say, “We need insights by Friday to decide on next month’s strategy—can you take this on?”
This shift created leaders within the team.
- Invested in Learning and Growth
Middle-class Indian families rarely talk about upskilling outside of formal degrees. So I created a budget and culture for it. We subscribed to affordable learning platforms and scheduled 1 hour per week for growth.
People started bringing in fresh ideas. Confidence soared.
- Celebrated Initiative, Not Just Results
When someone tried a new approach—even if it failed—we clapped for the effort. This changed everything. Fear reduced. Creativity increased.
- Created a “No-Blame” Zone
I told the team: “If you own your mistake, I’ll back you up.” This built an atmosphere of safety, where people felt comfortable being honest and proactive.
The Measurable Impact: The 30% Productivity Boost
Here’s what changed in just 4 months:
| Metric | Before Empowerment | After Empowerment |
|---|---|---|
| Tasks Completed On Time | 65% | 90% |
| Initiative on New Projects | Rare | Frequent |
| Employee Morale (internal survey) | Low | High |
| Productivity (output/hour) | Baseline | +30% |
Not just that—sick leaves dropped, team conflicts reduced, and our weekly review meetings went from complaints to celebrations.
What Middle-Class Indian Managers Often Get Wrong
❌ Micromanagement is not control—it’s choking creativity.
❌ Fear-based leadership may work short-term—but long-term, it builds resentment.
❌ Lack of trust doesn’t ensure quality—it destroys motivation.
The reality is, most Indian professionals are incredibly hardworking. They’re just waiting for someone to believe in them.
Practical Tips to Empower Your Team (Even in Small Offices)
- Ask for their opinion before giving yours.
- Let them handle meetings or parts of projects.
- Give feedback with empathy, not ego.
- Trust them with small risks, then bigger ones.
- Acknowledge efforts, not just outcomes.
Final Words: Want Better Results? Start With Better Relationships
If you’re leading a team—whether it’s in a small office, a startup, or a corporate zone in Bengaluru or Noida—try this shift. Let go of control. Hand over responsibility with belief.
Empowerment might feel risky at first, but the reward? Productivity, loyalty, innovation—and peace of mind.
At The Life TrackR, we believe that true leadership begins where ego ends and trust begins.
#EmpowerYourTeam #LifeTrackR #LeadershipIndia #MiddleClassWorkLife #ProductivityIndia
Editor’s Note: This article was originally published here https://thelifetrackr.com/how-i-made-a-30-increase-in-productivity-by-empowering-my-employees/ by @Kairav and @krutika