How to Help Your Team When They Struggle with Autonomy

Autonomy is a big deal for teams.

Some of the most productive teams I have been part of had the freedom to make decisions, solve problems, and take ownership of work without constant oversight. I believe we were more creative, productive, and happy in our roles.

But not every team gets there easily. Sometimes they struggle, and it’s up to leaders to step in and provide the right kind of support.

In this article of Elevating Leader Engagement, we’ll explore why teams sometimes find autonomy difficult, why it’s important, and how leaders can help them succeed without micromanaging.

Why Do Teams Struggle with Autonomy?

Before going into solutions, it’s important to understand why teams might have a hard time with autonomy.

They Don’t Know What Success Looks Like

If your team doesn’t have a clear idea of the bigger picture or specific goals, they might not know where to focus their efforts. Without clear direction, autonomy can feel overwhelming because they aren’t sure what they’re aiming for.

Fear of Making Mistakes

Sometimes, team members worry that their decisions will lead to failure or be harshly judged. This fear makes them hesitant to take initiative.

They’re More Comfortable Being Directed

Teams that are used to being micromanaged or heavily directed may struggle when suddenly given more freedom. They might rely too much on their leader to make decisions for them.

Lack of Trust

Trust issues may be the biggest barrier to building autonomous teams. If team members feel like their leader doesn’t trust them to make good decisions, they won’t take initiative.

They Don’t Have the Right Resources

Even if a team wants to be more autonomous, they might not have the tools, knowledge, or training to make it work. When a team lacks the resources they need, autonomy can lead to frustration instead of success.

Why Is Autonomy Important?

Let’s talk creativity and engagement. When people feel free to experiment and try new things, they often come up with innovative solutions. Giving people control over their work makes them feel more invested in what they do. This sense of ownership increases motivation and engagement.

Don’t forget that time is money. Teams that don’t have to wait for approvals or directions from above can move quickly.? Empowered teams tend to solve problems on their own and often fix issues faster than if they had to rely on leadership for answers.

More time for “big picture” stuff. When teams are more self-sufficient, leaders can spend more time on strategic issues rather than day-to-day decision-making.

How to Help a Team That’s Struggling with Autonomy

If you find your team struggling with autonomy, they might just need more guidance or support to feel confident. Here are some ways to help them find their footing.

1. Give Your Team Clear Goals

I love being on a team that knows what success looks like. Instead of being told how to do our job, we are told what the team is to achieve. In support, leaders outline the results they expect rather than dictating every step we should take.

Use clear goal-setting frameworks, like SMART goals, to define what success looks like and make it easier for your team to track their progress.

2. Set Boundaries, Not Limits

One thing always stands out when I am on a great team. We have the freedom to figure things out on our own. Don't get me wrong, there are always boundaries. Every team is up against deadlines and budget constraints, but outside of a few limits, we were autonomous.

Make it clear what decisions the team can make on their own and which ones need leadership input.

3. Build Trust and a Safe Environment

For me, trust is essential. My best leaders trusted the team to make good decisions. We felt safe to take risks without fear of being punished for mistakes. We worked in an environment where we were comfortable speaking up, trying new things, and learning from failures.

Instead of assigning blame when things go wrong, focus on what the team can learn from the experience. Celebrate when team members take initiative, even if the results aren’t perfect.

4. Make Sure Your Team Have the Right Tools and Training

I have been part of many successful teams, but we were only as great as our resources. If we didn't have the tools, information, and training needed to succeed, it was harder to achieve our goals.

Check in with your team regularly to see if they need more resources or learning opportunities, such as workshops, mentorship, or on-the-job training.

5. Give Them Authority, Not Just Responsibility

The great teams of my past had ownership and the power to make decisions that affected our work. To deliver results, our leadership gave us authority to make key decisions. Less successful teams of my past were responsible for outcomes, but had no power or control to make things happen.

Look for areas where your team feels like they don’t have enough decision-making power and delegate that authority where appropriate.

6. Provide Regular Coaching

I can tell you, the best teams still need coaching to grow. Accountability and ownership works best when leadership stays connected with the team’s progress and provides support when needed. Every winning team needs a good coach to push them.

Schedule regular one-on-one meetings with your team members to provide constructive feedback and guidance without taking over.

Wrap Up

Helping your team navigate autonomy is a delicate balance of support and trust. Teams that are empowered to make decisions, take initiative, and own their work tend to be more creative, motivated, and engaged.

However, not every team naturally thrives under autonomous conditions.

As a leader, your role is to provide clarity, build trust, and ensure they have the necessary resources without resorting to micromanagement. By setting clear goals, providing feedback, and creating a safe environment, you can foster autonomy while ensuring accountability.