I’m Free to Do What I Want, Any Old Time… Sort of.

Freedom within Boundaries Helping Increase Employee Engagement

I grew up in the 80s and 90s when parachute pants were cool, the most desired car in the world was not a Ferrari but a car named Kit, one of the best cartoons was already rocking pronouns, (He-Man) and the Masters of the Universe and my school had no fence around the oval.

Each recess (little lunch) and lunch groups of kids would walk out and hang out in the middle of the oval, but only the rebels sneaking off for a cigarette would go right to the edge of the oval boundary. However, as the years changed schools became more fenced in. When our oval got fenced in something quite interesting happened. All the kids that grouped together in the middle of the oval now spread right to the edges. Not as rebels but knowing they were allowed to. The boundary fence created a guideline that let the students make the most of the space. This boundary created freedom.

At work, the concept of freedom is often viewed as antithetical to productivity and organisational structure. However, it’s increasingly being realised that providing employees with the right balance of freedom within boundaries has a profound positive impact on their engagement and overall job satisfaction. By empowering employees to make decisions exercise creativity, and take ownership of their work within well-defined limits, organisations create a culture of innovation that is highly motivated and committed to the cause.

With that said, I thought I’d explore the notion of freedom within boundaries and its impact on employee engagement. So let’s start with understanding freedom within boundaries.

Freedom within Boundaries – Is a Strategy.

Freedom within boundaries is a strategic approach because you have to make a decision to allow employees to exercise autonomy and make choices while adhering to clearly communicated and accessible guidelines and objectives established by the organisation. It’s not a free-for-all work environment but rather, it is a framework that encourages responsible decision-making, creativity, and collaboration. These boundaries are designed to ensure alignment with the organisation's vision, mission, and values and safeguard against potential risks or negative outcomes i.e., rebels smoking at the oval's ambiguous edge.

Do like Elsa and Let It Go - Autonomy and Empowerment

By setting broad boundaries that give employees a degree of autonomy you are tapping into their intrinsic motivation and helping them define and find their own sense of purpose. When individuals have the freedom to choose how to approach their work, make decisions, and set their own goals within predetermined limits, they experience a heightened sense of ownership and accountability. This accountability creates a deeper commitment to achieving objectives. That sense of achievement is another intrinsic motivator that is key to sustainable employee engagement.

Boundaries are a Canvas – Innovation and Creativity

Freedom within boundaries is like a blank canvas with a set of brushes and paints in front of it. You have to paint on the canvas with these tools, but you can paint what you like. This freedom inspires innovation and creativity by removing the fear of failure and providing employees with a safe space to explore new ideas. When individuals experiment, take calculated risks, and learn from both successes and setbacks, they become more engaged and invested in their work. Encouraging diverse perspectives and solutions within the boundaries can lead to breakthrough innovations and continuous improvement. It also is great for the customer experience because conversations are not linear. Have you ever called a contact centre and felt like you were talking to a robot because the person is so hell-bent on following a process to the letter of the law verse listening to you and problem-solving? This is because the boundaries are so tight that there is no room for creativity, and they are forced to “follow the bouncing ball”. The flaw with this method is that there is a whole bunch of dead ends that should the ball not land on an answer then there is no room to problem solve. Boundaries should be used to create space, not shrink it.

Boundaries Create Space - Building Trust and Respect:

Freedom within boundaries can create a space not just for problem-solving and creativity but also for fostering a culture of trust and respect between employees and their managers to grow. When employees are given the freedom to work independently, it signals trust in their capabilities and expertise. In return, employees feel valued, respected, and trusted, which again are building blocks for sustainable employee engagement. This trust and respect then create a work environment that is safe to communicate openly and honestly as well as provide and receive constructive feedback.

So How Big is the Perimeter - Striking the Right Balance

To effectively implement a freedom within-boundaries strategy, organisations need to strike the right balance between providing autonomy and establishing necessary guidelines. Clear communication, well-defined objectives, and regular feedback mechanisms are essential for ensuring that employees understand the boundaries and can navigate within them. Periodic reassessment and maybe even an adjustment of boundaries (in or out) may be necessary to accommodate evolving business needs, desires and employee growth and engagement. Autonomy does not have to be an all-or-nothing approach. There is a middle ground between strict and absolute militant control and chaotic, no boundaries at all, let your undies fly kind of freedom.

The Wrap Up

I’ve seen first-hand the innovation, engagement and trust that comes from giving employees more space to roam. Freedom within boundaries is a powerful way to cultivate employee engagement and a positive work culture. By granting employees the freedom to make decisions, exercise creativity, and take ownership of their work within well-defined limits, organisations and employees tap into their full potential. Empowered employees are way more likely to be engaged, creative, and committed, leading to enhanced productivity, higher job satisfaction, lower attrition and more incredible business innovation. Letting go or even just loosening the grip should not be scary.

So, my closing advice to you is: Be like He-man. Be the “Master of your Universe” not a legend in your own lunchbox. See your domain as bigger and see where you can place an expanded boundary that provides some space for innovation, autonomy, trust empowerment and creativity.

Until next time and as always…

Hooroo.