The employees are the stronghold of an organization, and without them, success is always a distant dream. And to achieve the goals and objectives, you must maintain your employees’ satisfaction levels.
One of the likeliest contenders that will help elevate satisfaction and engagement levels is employee autonomy. Without autonomy, the chances are likely that your employees will find their work monotonous, which will hinder their full potential. For an employee to bring out their best, they must enjoy their work and understand how it will impact future prospects.
Let us delve into more to understand the meaning of employee autonomy.
What is Employee Autonomy?
There are many different definitions of autonomy, but the one that fits the best is- “Autonomy is when you have the power to shape the work environment that allows you to become efficient and perform at your best.”
Employee autonomy should be practiced often so that your employees have more control over their work and have a firm understanding of what they need to do. It should encourage employees to collaborate, build teams that have a unified goal, help them to become more innovative and independent at the same time.
The bottom line is that practicing autonomy improves productivity, helps organizations achieve their goals, and, most importantly, reduces turnover rates.
Building a work culture that fosters Employee Autonomy
Here are a few simple tips on how you can build employee autonomy in your organization.
1. Trust your employees
If you want to incorporate employee autonomy into your organization, trust in your employees is the most pivotal factor. Without the element of faith, you cannot build a system that fosters autonomy. It would be best if you believed in your employees that they would be able to do their designated job with little supervision.
Guide them whenever necessary, but do keep in mind to give them the freedom they need to bring efficiency in what they do. Once they feel that you trust them with their job, you will be able to see the positive results and a rise in the quality of their work.
2. Foster Learning
One of the most important aspects of a work culture that encourages employee autonomy is learning. We cannot enhance our skills and perfect them if there is never an opportunity to learn. May it be from the mistakes or learning programs. Fostering learning within an organization is crucial.
Always allow your employees to approach their work in the manner they want. If there are shortcomings while doing it, the employee will be able to learn it and try a different approach. When such practices are there, it promotes autonomy and gives much control to the employees in their work. This eventually leads them to improve their work ethics and performance in the long run.
3. Set Boundaries
While you are trying to promote autonomy in your organization, always remember to set boundaries so that it does not become overwhelming. Provide autonomy to your employees but also set some rules which will not hinder their productivity and the organization’s reputation at the same time.
While setting those boundaries, make sure to do it in a friendly manner that employees feel to oblige with. You should not have an authoritarian approach that might diminish your employees’ morale leading to employees deterring from their goals.
Communication is healthy when done in the right way, and if you want to incorporate autonomy, then it is one of the most important factors to keep in mind. Regular communication will not only make you understand how employees work when provided autonomy, but it will also help you make your system more adaptable to employees.
Hold meetings whenever possible and ask for their feedback. If there is something you are missing out on, make sure that employees open up with the issues they are facing. This is only possible if there is open and transparent communication within the organization. Elevate your communication efforts with different tools available and make sure that every employee raises their concerns. This way, you will be able to foster a robust and working model of employee autonomy.
5. Hiring the right candidate
Your efforts to incorporate a system that provides autonomy to the employees will negatively impact if you do not hire the right person for a particular job. Not only will they struggle with the goals and objectives of the given job, but it will also hinder the candidate's overall potential.
This is why, before you provide all the autonomy to an employee, make sure that he/she has been given the right role in the organization. Ask them if they are comfortable with the role and happy to achieve all the goals and objectives. If somehow, your employees are not satisfied with the role that is given them then reconsider them for a different position and bring out the efficiency in them.
Summing it Up
When it comes to autonomy, it should not be forced on anyone. It is something that comes naturally. The only thing you can do about autonomy is to channel it in the right path so that employees learn the significance of the practice. Once the employees learn the importance of being autonomous, they become independent and can solve their problems through creative thinking and patience. Which is a necessary trait to become future leaders of an organization, and an employee gains a tremendous amount of experience through it.
It all comes down to how an organization incorporates the practice of autonomy and how well everyone in the organization adapts to it.