Canada Association of Tourism Employees

What Is An Enablement Framework?

Performance management

We have all heard that a team works best when it feels under control and is allowed to make its own decisions. The word “management” is often confused and misinterpreted while its role can be an enabler and an influencer. Therefore, performance management requires an appropriate framework to capitalize on employees’ strengths and keep them informed of their shortcomings. Such a framework can be created through employee training, but there is another catch.

Training or Enablement?

While each enablement framework or training in a business sense merely improves work performance, they both do it differently. While training starts with the assumption that the employee lacks a certain skill or knowledge, activation assumes that the employee can work better if they have the knowledge or ability. Either method then takes the employee to a classroom or portal to provide that skill through video, eLearning, etc. The training then hopes that one day the knowledge acquired will be applied in the workplace, while activation only subtly removes the obstacles and helps the employee to become successful.

So the training stuffs the knowledge, while the activation pulls it out. The enablement framework schedules a time to meet the employee after class. During the meeting, it will answer your questions and provide practice and feedback. It then identifies the skills needed for further improvement by adding prompts and checklists. Additional feedback is provided through various resources to further build employees’ knowledge and help them apply the skills. Such an iterative feedback mechanism helps the employee to improve faster than through conventional training methods. The main difference between these two methods is the business impact. While training drives assessments, activation enables performance management.

A new definition of performance

Performance is defined by two considerations, the results you want and the way the results will be achieved. Thinking of performance as “how much” in performance management is just getting people to figure out the numbers by all possible means. This can adversely affect the development of the team and even violate professional ethics. However, when the performance metrics are aligned with the team and its values, an enablement framework increases performance.

Authorization of the employee

Once employees have acquired the skills and knowledge, managers need to step back and allow individuals to make decisions. Letting go is required to encourage employee growth. Managers in such situations need to stop feeling insecure or concerned about their role in controlling the team and the business. By implementing such a framework for activation, they become more valuable as they move from managers to executives. This empowerment will help them attract a dedicated workforce. Such a shift will increase the performance of each individual on the team and is necessary for the success of the organization.

How to empower people

People are empowered when the employee does not give the answers but asks about their tasks. The staff is confident in their abilities, but you still need to remind staff to make your own decisions. Providing decision making training based on scenarios helps employees. Therefore, ideal training should take place daily or weekly in an informal environment to let the creative juice flow and to find a suitable solution together.

Educate employees about financial responsibility and its implications based on company results decisions. You need to be encouraged to solve problems that will benefit the customer and the organization. Decision-making guidelines should give all new hires a solid start to their induction period. Your training should take place in a safe environment where the service, product, or customer will not be compromised. And the most important part of this enablement framework is reacting and not reacting. Staff must learn from their mistakes without fear of punishment or repercussion.


The organization’s performance management is controlled by every employee who contributes to it. The role of the manager is therefore really indispensable in order to provide his teams with a framework for activation. This will help them be properly on board, orientate themselves and empower them to feel great and proud of their role in the organization. Such empowerment of employees leads to them doing their best, which helps the customer and leads the organization to success.

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