What does working autonomously mean?
Working autonomously means your employees have the freedom to make decisions and take actions independently, without constant supervision. In this work environment, employees have more control over how, when and where work gets done. They spend less time asking permission from their manager and can take more responsibility for their work while acting in the organization’s best interests. Employees still adhere to rules, regulations and policies and are accountable to their supervisors. For example, flexible scheduling empowers employees to set their own hours, but their schedules should allow projects and team operations to run smoothly.
Pros of autonomy in the workplace
Greater job satisfaction
Employees with more control over their work often experience higher job satisfaction. They can tailor their work to their strengths, preferences and interests, creating greater fulfilment and engagement.
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Better work-life balance
Flexible work schedules allow employees to balance responsibilities at work and home, resulting in less stress, lower turnover rates and increased overall employee satisfaction.
Enhanced creativity and innovation
The freedom to make more autonomous decisions and set one’s own schedule can lead to more innovative solutions, outside-the-box thinking and improved business outcomes.
Related: The Future is Flexible: How to Manage Your Alternative Workforce to Drive Growth
The Cons of Workplace Autonomy
Possible lack of direction and confusion
Too much autonomy can cause employees to struggle to prioritize tasks and make decisions without clear guidance from upper management. This scenario can result in decreased productivity and profitability.
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Risk of complacency
When employees have too much freedom and lack accountability, they may become complacent or disengaged, leading to a lack of motivation and poor performance. This type of behaviour could point to a poor company culture if employees lack a sense of belonging and value.
Related: The Secret to Improve Company Culture: Effective Workplace Communication
Possibility of unethical behaviour
Autonomous employees may be more likely to engage in unethical behaviour if they feel they can act without consequences. To mitigate this risk, keep the lines of communication open and ensure employees are accountable for their activities and time.
Related: 7 Examples of Ethics in the Workplace
Strategies for creating effective autonomy in the workplace
Here are a few ways to encourage effective autonomy in the workplace:
Clarify expectations and goals
Establish clear expectations and goals for your employees and ensure they understand their roles and responsibilities. Clarification will provide guidelines where they can exercise their autonomy without becoming overwhelmed or confused.
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Provide resources and training
Empower employees with the right tools, resources and training to take ownership of their tasks. Being well-equipped will enable them to make informed decisions and take responsibility for their success while ensuring they have the tools available to do their jobs well.
Offer a flexible work arrangement
When possible, create a flexible work environment that accommodates employee needs. Even some flexibility encourages higher levels of job satisfaction and helps improve employee retention. Employees with more flexibility may feel a greater sense of work-life balance and feel they have more control over their time.
Encourage communication and collaboration
Encouraging open communication and collaboration helps employees feel comfortable asking questions and sharing ideas. Keeping the lines of communication open can help prevent feelings of isolation and confusion arising from too much autonomy.
Maintain a regular check-in schedule
Maintain some level of oversight to ensure employees stay on track and meet deadlines. Regular performance reviews can help you gauge how well your employees manage their autonomy and allow you to offer feedback.
Foster accountability
Encourage a culture of accountability where employees take responsibility for their work and results. Offering more accountability to employees directly can help prevent complacency and keep employees motivated to perform at their best.
Reward success
Recognizing and rewarding employees who are successful with autonomous work arrangements can provide a sense of accomplishment for those employees and an incentive for others. Rewards can include bonuses and public and private recognition. Employees are likely to repeat behaviours that they believe are valued by the company. When managers recognize hard work, they also cultivate a culture of empowerment for employees.
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Build a culture of experimentation and innovation
The aim is to create an open and innovative workplace to allow employees to feel safe enough to take risks and share their ideas, while providing clear guidelines that ensure accountability. It is about building a culture of experimentation and innovation in which team members feel safe taking risks but have trust in their leaders, who focus on open communication.
Autonomy in the workplace offers many benefits to employees, such as better job satisfaction and work-life balance, and a greater sense of innovation. While it may also present some challenges, including possible confusion, complacency and unethical behaviour, managers can minimize these risks by taking a proactive approach. By setting clear expectations, providing proper resources, encouraging communication and collaboration, and fostering a culture of accountability, managers can create a workplace where employees thrive and contribute to the organization’s overall success.
Related: The Benefits of Flexible Working and Options Available
