The positive impact of autonomy

Autonomy in the workplace is a key driver for elevating a team’s performance and engagement to exceptional levels. We understand that taking this step can be challenging; we come from systems rooted in control and predictability, while autonomy demands vision and trust. However, if we aim for transformative results, we cannot settle for traditional control methods.

Autonomy as a growth engine: performance, engagement and motivation

?? Autonomous companies: Organizations that embrace autonomy can achieve up to four times more productivity than those that centralize decision-making, especially when data analytics are used to support each step (1). Additionally, these companies see an 8% increase in productivity compared to their competitors. Is this the kind of outcome you envision for your team?

?? Engaged teams: Seventy-nine percent of employees with autonomy feel highly engaged, fostering an emotional connection that enhances the workplace environment and improves results (2). Moreover, companies with engaged teams are 21% more profitable (3). Autonomy fuels innovation, leading to increased sales of new products.

Key strategy for leaders: 6 steps to implement autonomy

Before implementation: ensure your team is ready for autonomy It’s crucial to assess whether employees have both the motivation and the skills necessary to manage this freedom effectively. This might require tailored support for certain team members, maximizing autonomy’s impact while maintaining cohesion.

Conclusion: autonomy as a facilitator of sustainable growth

Autonomy transforms the workplace into a hub of innovation and high performance. Achieving this requires a solid structure and clear boundaries. As leaders, our challenge is to strike the right balance between freedom and structure, as the future of autonomous and powerful teams lies at this intersection.

Thank you for your time!

Denise Dziwak - CEO Flourish Corp

Sources

1. Nesta. (2014). The analytical firm: How companies use data to make more informed decisions. https://media.nesta.org.uk/documents/1405_the_analytical_firm_-_final.pdf
2. Effectory. (n.d.). HR analytics: Autonomy and employee engagement. https://www.effectory.com/knowledge/hr-analytics-autonomy-and-employee-engagement/
3. (2016). Why job autonomy matters for young companies' performance: Company maturity as a moderator between job autonomy and company performance. Business Process Management Journal, 22(6), 1182-1205. https://www.emerald.com/insight/content/doi/10.1108/BPMJ-10-2016-0209/full/html
4. Hsieh, C. W., & Wang, T. (2020). The impact of managerial autonomy on firm performance: Evidence from European data. Journal of Business Research, 103, 464-474. https://pmc.ncbi.nlm.nih.gov/articles/PMC7243795/
5. Gallup. (2023). Employee engagement meta-analysis: How engagement drives performance. https://www.gallup.com/cliftonstrengths/es/404925/employee-engagement-meta-analysis.aspx
6. Li, L., & Zhang, Y. (2020). The role of feedback in employee performance: A meta-analysis of 50 years of research. Frontiers in Psychology, 11, 963. https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2020.00963/full
7. Harvard Business Review. (2023). The role of feedback in employee performance: Best practices for managers. https://hbr.org/2023/07/the-role-of-feedback-in-employee-performance
8. McKinsey & Company. (2023). Boosting employee performance through digital enablement: A practical guide for leaders. https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/boosting-employee-performance-through-digital-enablement