By Alexandra Oakley, Chief People Officer @Soldo 

As a Chief People Officer, I think a lot about how to help people thrive at work. And more often than not, empowerment is one key element at the heart of it. 

Knowledge that colleagues can do their job without unnecessary barriers. Trust that their time and effort are valued. And trust that the organisation is there to support them. 

Too often, day-to-day friction gets in the way of this. Complex processes, outdated systems, and the pressure of managing company expenses through personal finances chip away at employee morale. Over time, they can also impact productivity and engagement. 

What Gets in the Way of Progress? 

HR leaders are well aware that motivation, satisfaction, and engagement are closely linked. But these qualities do not exist in isolation; they depend on an environment that supports autonomy and removes avoidable stress. 

When employees are equipped to act without jumping through unnecessary hoops, it sends a clear message: we trust you. And that trust builds empowerment.

In our recent research we saw an example of this, 40% of employees said their productivity would improve if they had easier access to company money, and more than a quarter said it would make them more motivated. 

Empowerment Is Not Just a Nice-to-Have 

This is not just about making things easier. It is about creating conditions for people to feel energised, proactive, and supported. And this in turn supports the wider business. 

Some of the clearest benefits we see when employees are empowered to make day-to-day decisions: 

  • Higher job satisfaction: When people feel ownership over their work, they think differently. 
  • Increased initiative: Autonomy encourages employees to act, suggest, and improve- not just follow a process. 
  • Stronger engagement: People who feel trusted are more likely to connect with the organisation’s goals. 
  • Improved retention: A more empowered experience is a more attractive one, for both current and future employees. 

Looking at the example we gave above, about easier access to company money, the benefits can also reduce mental load for the individuals:

  • Pressure removed: Removes the burden of personal out-of-pocket spend and balancing personal money, with secure, direct access to company funds.
  • Reduced stress: Less time chasing approvals or managing expenses manually means more focus on the work that matters. 

What HR Leaders Can Do 

HR leaders have a role to play in shaping internal processes, especially with regards to how they impact the team and the colleagues we work with. 

When it comes to empowerment, finance processes are a good place to start. These systems often touch every team, and when they are overly complex, the impact is widely felt. Here are a few ways HR can work alongside finance to create a more supportive environment: 

  • Advocate for simpler, faster access to company funds. Help finance understand where current systems are slowing people down. Particularly when frontline employees need to make purchases or travel for work. 
  • Create feedback loops that include employee voices. Finance systems are often built for control; HR can help make sure they are also built for usability. 
  • Support clear, inclusive spending policies. Ensure policies are easy to understand and accessible to everyone, not just those with the technical experience to navigate them. 
  • Push for tools that remove manual admin. Whether it is digitised expense capture or smart approvals, automation can free up time for both employees and finance teams. 
  • Champion consistent training across teams. Ensure all employees feel confident navigating financial systems, especially those in non-finance roles who may be less familiar. 

A Cultural Shift That Pays Off 

Empowerment is not about removing all rules. It is about enabling people to do their best work without unnecessary blocks. And when we get that right, the results are; a business that is better able to move at pace, stronger teams, and happier employees.