Empowering your team: how to respond when an employee seeks job autonomy

As a leader you will encounter different types of personalities. Some may prefer a structured approach, while others thrive in a more relaxed environment. Autonomy allows employees to adapt their work style to what suits them best. Job autonomy means an employee has control over how, where and what they work on, this can mean setting their own schedule or having some input on setting goals.

Autonomy is not the same as flexibility. Flexibility is about where and when employees work, like on Fridays the whole office works from home. But autonomy gives employees the freedom to adapt their working conditions to their individual needs. For instance, working from home on Fridays might not suit everyone, so some people might choose to work from home other days of the week.

If you find an employee approaching you with a request for more autonomy, you're not the only one. Many workers seek this level of empowerment in their roles. In this article, we'll explore why employees want autonomy, what it means for them and your organisation, and how you can effectively implement autonomy.

What is job autonomy?

Giving an employee autonomy doesn't mean they can do whatever they want. It means employees are given goals to achieve but they have a say on how to achieve those goals. The list below will illustrate this.

1. Setting work hours: Allowing employees to determine their work hours within a specified range, accommodating their peak productivity times.
2. Project selection: Empowering employees to choose which projects they want to work on based on their interests and skills.
3. Task prioritisation: Allowing employees to prioritise tasks within their job responsibilities to meet all deadlines.
4. Decision-making: Giving employees the authority to make decisions related to their projects or tasks without constant approval.
5. Work location: Allowing employees to choose whether they work from the office, remotely, or a combination of both.
6. Goal setting: Allowing employees to set their own performance goals and objectives that align with company objectives.
7. Experimentation: Encouraging employees to experiment with new approaches or strategies to improve their work processes.

Why do employees want autonomy?

Fulfilment and ownership

Autonomy gives employees a sense of fulfilment and ownership over their work. When people can make decisions about their tasks and projects, they feel a greater connection to the outcomes. This feeling of ownership can lead to increased performance.

Customisation of work methods

Everyone has their unique strengths. Autonomy allows employees to align work processes to align with these strengths. Working in the way they enjoy increases motivation and engagement.

Encouraging creativity and innovation

Employees seeking autonomy may be driven by a desire to express their creativity and innovation. By giving them more control over their work, you open the door for new ideas and fresh perspectives, which can benefit your organisation.

Improved work-life balance

Autonomy often extends to decisions about when and where to work. This flexibility can significantly improve work-life balance, as employees can better accommodate personal commitments and preferences.

Reduced stress

Micromanagement and excessive supervision can lead to stress. People seeking autonomy may want to reduce these stressors by having the freedom to manage their work without constant oversight.

Career development

Autonomy can be a stepping stone for career development. When employees are allowed to take on more responsibility and decision-making authority, they gain valuable skills and experience that can benefit their long-term career prospects.

Why is autonomy beneficial for employers?

Personal growth

Autonomy allows workers to grow personally and professionally. It provides opportunities for them to learn from their mistakes, develop problem-solving skills, and become more self-reliant

Increased motivation and engagement

Autonomy often goes hand in hand with increased motivation and engagement. When employees feel like they have ownership over their work, they're more likely to be passionate about working.

Responsibility and accountability

With autonomy comes responsibility. Employees who have more freedom in their roles are also accountable for the outcomes. This accountability can create a greater commitment to providing quality work.

Increased job engagement

Autonomy fosters job engagement. Employees with more control over their work are more likely to be emotionally invested in their work. Engagement can contribute to better performance and a positive work atmosphere.

Personal growth

Autonomy allows employees to grow personally and professionally. It gives them opportunities to learn from their mistakes, develop problem-solving skills, and become more self-reliant.

How to give an employee autonomy

Assess the situation

When an employee expresses a desire for autonomy, the first step is to find out where they're coming from. Understand the reasons behind their request and discover if its a concern for other employees as well.

Set clear boundaries

While autonomy is very useful, without setting clear boundaries things can fall into chaos. Make sure employees understand the limits of their autonomy and the impact their decisions have on colleagues or the organisation as a whole.

Regular feedback and check-ins

Regularly provide feedback to employees. Let them know how they are doing and how they can improve. Some people may be uncomfortable approaching leaders for help, so ensure that you also check-in with workers to show that you can support them when needed.

Create a culture of trust and respect

An advantage of giving employees autonomy are the innovative ideas produced. Workers will only be creative and take risks if they feel comfortable to do so. Hence you need to create an environment where employees feel at ease sharing their ideas and taking risks.

Implementing change while keeping autonomy

When an organisation implements change that affects employees, but the employees are not consulted it can feel like their opinions don't matter. Here's some advice to give them a sense of some control over the situation.

Involve employees in the decision-making

Include them in discussions about changes that may affect their roles. Solicit workers' input and consider their perspectives when implementing changes.

Provide transparent communication

Communicate changes transparently. Explain the reasons behind the changes and how they align with the organisation's goals. This helps employees better understand the context and feel more in control of the situation.

Recognise their efforts

Recognise workers' for their efforts in adapting to changes. Positive reinforcement can motivate them to embrace new ways of working.

Conclusion

Job autonomy can be a win-win for both employees and employers. Employees get the freedom and control they desire and organisations, in turn, benefit from a more engaged and innovative workforce. The key of autonomy is understanding that not everyone fits into the same model. People are different and they work differently. By having control over their tasks each person can individually manage their work in the most efficient way.