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The evolution of construction industry towards sustainability highlighted the absolute necessity to inspect sustainable performances throughout the post-construction building lifecycle. Correspondingly, application of relevant building management systems (BMS) to achieve this goal is mandatory (Ippolito, Riva Sanseverino, & Zizzo, 2014). In addition, conventional post-construction building inspection methods are outdated and less effective. Therefore; this research aims to propose specific utilization of BIM during building maintenance for the consequential post-construction energy efficiency. The remarkable proportion of global energy consumption by the construction industry has fundamentally driven the concentration on decreasing the building energy consumption via amplified sensor data and improved computational support for building controls (Klein et al., 2012). Subsequently, it is vital to balance the maximization of building energy efficiency and users' desired level of comfort while employing an efficient BMS for sustainable maintenance of facility operations overstressing the implication of post-construction building inspection.Researchers have overstressed that application of an efficient Facility Maintenance and Management systems (FMM) enables executives to detect problems primarily and sustain the facility more effectively (Chen, Hou, & Wang, 2013). On the other hand, the conventional inspection method of progress tracking practice would solely

PurposeThe purpose of this article is to examine the various meanings of empowerment for employees from their own perspective, the psychological dimension of empowerment and whether employees want to be empowered.Design/methodology/approachIn order to understand how employees feel about empowerment, it is necessary to ask them directly so that one can understand their perceptions. A qualitative approach is adopted, employing 45 semi‐structured, in‐depth interviews with employees. The aim of the interviews is to provide an insight into the meanings of empowerment for these employees.FindingsThe findings indicate that the employees do not recognise the term “empowerment” nor do they reference the term “power” in relation to themselves. However, they are able to relate to associated concepts, notably “personal responsibility” and “control over their work”. Empowerment for the employees was found to operate as a continuum, as the extent to which employees seek empowerment varies considerably. The innate feelings that employees have with regard to empowerment enable an insightful understanding of what empowerment means and the employee response to it.Research limitations/implicationsThis study is based on employees from one particular industrial sector. The research would benefit from exploration in alternative sectors.Originality/valueThe study examines the various meanings of empowerment for employees from their own perspective. Furthermore, it explores whether employees want to be empowered.

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