Autonomy sounds great to employees and employers alike, but is it really achievable? Bosses think if they could just turn projects over and employees would do what’s needed that would be the next best thing to heaven. Workers feel like they could get so much more done if their boss would quit micromanaging.
Part of the problem is that both sides don’t always understand what autonomy really is. That makes it hard to achieve. Let’s start with defining the goal and then explore ways to reach it.
What Autonomy Is and Isn’t
Autonomy is the ability to make choices that help you perform at your best. Here are some of the areas where employees might have the freedom to choose:
- Project types
- Flexibility in timing and work location
- Work pacing
- Preferred client or industry focus
Autonomy isn’t employees doing whatever they want and making all the decisions. It doesn’t mean any of these things:
- Employees can show up and leave whenever they want
- Individuals can work in isolation without seeking approval or clarification from management
- Employees have to figure out what to do without input from the boss
- Every staff member has the same amount of freedom
A University of Birmingham study indicated people who had flexible schedules and work pacing had higher job satisfaction. Happy employees are more engaged, innovative and productive. An autonomous workplace is better for everyone.
4 Ways to Encourage Workplace Autonomy
People want to direct their own lives. It’s possible to create autonomy at your business without sacrificing leadership. Here’s how.
Hire for autonomy. Not everyone can handle the choices you want to offer. Look for people who have faced challenges and persevered. Ask interview questions that encourage them to explain how they deal with hardship or frustration. When you call their references, ask questions to explore how they act when no one is looking.
Make expectations crystal-clear. Some businesses have safety concerns, governmental regulations or compliance issues that are never up for discussion. Others would lose business if employees didn’t behave or dress in line with company values. Identify the non-negotiables and make them part of onboarding and regular training. In areas where you offer choices, set boundaries and hold employees accountable.
Allow employees to earn their choices. You don’t have to give everyone the same amount of freedom. You probably already know the person who always gets work done on time and the one who almost never makes a deadline. The first employee literally can’t stand to be late. The idea causes him or her physical pain. That employee would be successful with a flexible schedule. They’ve earned it with their consistent excellence.
Instill a feeling of ownership. Ask for employee feedback on company goals, projects and processes. Recognize staff individually and specifically for how their contribution caused improvement or profit.
Find Employees You Can Trust
At Brelsford Personnel we’re committed to excellence when it comes to employee screening and selection. During our interview process we find trustworthy candidates for your professional, administrative and temporary staffing needs. We perform background checks and in-depth reference checks and verify skills as part of our candidate assessment. Get in touch to find the employees who meet your business needs.