Why Autonomy Matters & How to Use It to Motivate Your Team

People’s need for autonomy stems from their want to believe that they have options, that what they do is of their own free will, and that they are the source of their activities. The way managers and leaders phrase information and circumstances either support or hinders a person’s perception of autonomy.

Reasons why autonomy matters:

1. They’re less difficult to handle

Every business owner’s ambition is to have a self-contained staff. They’re easier to handle and take less time, and this isn’t just our view. According to Dustin Jundt, an organizational psychologist, greater team autonomy can lead to decreased turnover and higher levels of creativity, innovation, and even performance.

2. Improved outcomes

Every employee is expected to “follow rainbows and come up with their own ideas.” It’s a perfect example of self-directed labor that produces outstanding outcomes.

3. Easy to make time for yourself

Autonomous work leads to increased performance, job satisfaction, and staff engagement. Improved employee engagement leads to higher retention, decreased absenteeism, and easier talent acquisition. Making your staff more self-sufficient is a good way to start. Adding greater autonomy to your job appears to be a win-win situation.

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Ways to Promote Workplace Autonomy

1. Develop and express a clear vision and mission

You’ll be on your way to a more independent workplace if you communicate your vision and purpose. If your team understands what they’re aiming towards, they can utilize that information to make better judgments. Without clear direction, your staff may make poor decisions, necessitating your intervention to correct the situation. It might also indicate that they are at odds with one another, resulting in conflict. Your staff will become more reliant on you or their supervisors to tell them whether anything is in line with the company strategy if there is a lack of precise guidance.

2. Provide your staff with the resources they require

According to Steve, HRD manager of leading online essay help and online essay writing service provider “Hiring clever people and telling them what to do makes no sense.”

When business owners and managers stipulate not what must be done but how it must be done, problems develop. This demonstrates to your staff that you trust their judgment, which is highly motivating. It communicates to your team that you don’t have complete faith in their judgment or talents.

It’s not motivating, and if they don’t go, the reason you recruited them in the first place will be lost. Work with your team and be clear about what requires your approval. Everything else can be done without a manager’s approval as long as it follows a pre-determined strategy.

3. Take a deep breath and take a step back

Leaving your staff to their own devices sometimes is one of the most effective methods to create autonomy in them. Being unavailable forces your team to figure things out on their own, which helps them gain confidence in their ability to sort things out on their own. Giving your staff explicit authority to handle difficulties in your absence can benefit them and your company in the long run.

4. Encourage a positive growth mindset

Employee initiative, engagement, and autonomy are all stifled by fear of making errors. The most successful businesses emphasize learning from mistakes and cultivating a growth mentality. The greater your team’s understanding of what it takes to execute at a higher level, the more likely it will replicate that accomplishment.

5. Employ the appropriate personnel

Some people want to be self-sufficient over others. This might be due to their personalities or the sort of culture in which they’re used to working. Hire folks comfortable with autonomy and can model such conduct for your other employees to get a jump start.

6. Encourage professional growth

Employee development plans and career dialogues can assist them in taking charge of their growth and becoming more self-sufficient. Help them fill up the holes in their skills, and they’ll be able to perform a better job. Assist your managers in developing individualized development programs for their teams.

7. Consider a broader perspective

You may provide liberty in other aspects of their employment, even in the most prescriptive areas. Consider the following scenario:

• Working hours – a flexible working strategy that allows your employees to work on a schedule that works for them and their families has been shown to increase employee engagement.
• Perks – giving employees a choice of benefits might make them feel more in charge.
• Holiday allowance – Allowing workers to take as many vacation days as they like or the option to purchase or sell vacation days shows that you trust them.
• Location – Are your workers able to work from home on a regular or ad hoc basis? Or do you have several places from which they may choose? Giving them a choice demonstrates that you trust them.

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What are the benefits of giving employees autonomy?

Allowing and encouraging workers to act and think freely is beneficial for a variety of reasons, including:

• Increased happiness and participation
• Everyone feels responsible for their actions. Therefore they strive to do their best.
• Employees are more satisfied with their jobs.
• They have a strong desire to master new talents.
• Increased efficiency
• A stronger feeling of teamwork and corporate culture
• Achieved a better work-life balance

Conclusion:

One of the most critical aspects of genuine employee engagement is autonomy. Without it, your staff may become the “working dead,” wandering in a zombie-like state, waiting to be told what to do next. By any stretch of the imagination, this is not a happy environment for employees or supervisors.

The capacity to encourage one’s team is one of the qualities that every great leader has. This was once thought to be a pretty straightforward task. Provide an appealing incentive for more excellent, more productive performance.

Author’s Bio: 

The author is a professional journalist and an award-winning writer; he is a regular contributor to LiveWebTutors. The author is an experienced educational writer and provides all types of assignment help. He has a team of professional writers with him who is the Best Assignment Help, providers.