How do you recognize and reward the achievements and contributions of process owners and managers?

1 Define the process owner and manager roles

The first step to train and empower the process owners and managers is to define their roles and expectations clearly. A process owner is someone who has the authority and accountability for the end-to-end performance of a specific process. They are the ultimate decision-makers and problem-solvers for the process, and they communicate with the stakeholders and customers. A process manager is someone who manages the day-to-day execution of a specific process or a part of it. They are the coordinators and facilitators of the process, and they report to the process owner. Both roles need to have a clear understanding of their scope, responsibilities, and deliverables, as well as the metrics and indicators that measure their success.

2 Provide the necessary training and tools

The second step to train and empower the process owners and managers is to provide them with the necessary training and tools to perform their roles effectively. Depending on the complexity and maturity of the process, the training may include topics such as process mapping, analysis, improvement, documentation, standardization, automation, and control. The tools may include software applications, templates, checklists, guidelines, and best practices that support the process design and implementation. The training and tools should be tailored to the specific needs and objectives of the process, and they should be updated and refreshed regularly to reflect the changes and feedback.

3 Establish a governance structure and a feedback loop

The third step to train and empower the process owners and managers is to establish a governance structure and a feedback loop that enable them to collaborate, communicate, and coordinate with each other and with other stakeholders. A governance structure is a set of policies, procedures, and roles that define how the process is managed, monitored, and improved. It may include a steering committee, a process improvement team, a change management team, and a quality assurance team. A feedback loop is a mechanism that allows the process owners and managers to collect, analyze, and act on the data and information that indicate the performance and satisfaction of the process. It may include surveys, interviews, focus groups, audits, reports, dashboards, and reviews.

4 Empower them to make decisions and take actions

The fourth step to train and empower the process owners and managers is to empower them to make decisions and take actions that improve the process and its outcomes. This means giving them the authority, autonomy, and resources to identify and implement the process changes that are aligned with the strategic goals and customer needs. It also means trusting them to use their judgment, expertise, and creativity to solve problems and overcome challenges. Empowering the process owners and managers can increase their motivation, engagement, and ownership of the process, as well as their accountability for the results.

5 Recognize and reward their achievements and contributions

The fifth step to train and empower the process owners and managers is to recognize and reward their achievements and contributions to the process improvement and organizational success. This means acknowledging their efforts, celebrating their milestones, and appreciating their impact. It also means providing them with incentives, recognition, and opportunities for growth and development. Recognizing and rewarding the process owners and managers can boost their morale, confidence, and loyalty, as well as their performance and productivity.

6 Encourage them to learn and improve continuously

The sixth step to train and empower the process owners and managers is to encourage them to learn and improve continuously. This means fostering a culture of learning, innovation, and excellence that supports the process owners and managers to acquire new skills, knowledge, and insights that enhance their roles. It also means promoting a culture of feedback, experimentation, and adaptation that enables the process owners and managers to test new ideas, learn from failures, and adjust to changing conditions. Encouraging the process owners and managers to learn and improve continuously can help them stay relevant, competitive, and valuable in the dynamic business environment.