Fostering Autonomy and a Culture of Independence in the Workplace

Constantly having to tell employees their next tasks or feeling the need to engage them in projects is exhausting and frustrating. Focusing on autonomy can help. In fact, increasing autonomy in the workplace improves role clarity and engagement by 20 and 17% respectively. 

Empowering your employees can start with something as simple as fostering a culture of autonomy. A culture of autonomy is one in which a team is more independent with less of a need for delegating tasks. Instead, leaders allow individuals to take control of their work and experiences on the job.

Building a culture of autonomy is not as easy as telling people what to do and expecting results by a deadline. Truly independent workers identify tasks that need to be done and tackle them without the need for delegation. 

Working independently makes it possible for each individual to shine or show areas where they need help improving. When tasks do need to be delegated for a new project, managers and team leaders can see which tasks team members have completed in the past, their individual performance details, and have a better idea of what they should assign to them.

How can you foster a more independent culture in your workplace? Here are three ways to build a more autonomous culture with your team.

Fostering Independence and Trust

Leaders who want to see their team rise to any challenge need to be prepared to accept that people will make mistakes. Even the most diligent employee could come to work exhausted or unprepared for a meeting, project, or goal-setting session. That doesn’t mean that they aren’t a great team member, but it does mean that they may need more help with time management, admitting when their workload is too heavy, or reaching out for assistance when they need it.

These moments are where leaders can take an important role in building up their employees and coworkers without hovering or micromanaging them. To create a culture of autonomy, it’s necessary to show trust and that mistakes are simply a part of the process. It’s at this stage that good leaders figure out what went wrong and spend time coaching and mentoring those who need the extra support. 

For example, if a new team member takes on three tasks for a five-day deadline and is only able to complete two, it would be reasonable for the team leader to sit down with them and talk about what took longer than they expected and if it would be better to take on fewer tasks. The team leader might also ask how they could help make it easier for the individual to complete their work in a time-efficient manner, such as by giving them a quick run-through on how to use a new program or helping set up a macro that will help sort data more efficiently. 

By spending time coaching and mentoring employees, you will build their confidence, hold them accountable for errors, and provide much-needed training to meet your business’s goals. Your employees will be better able to work independently over time. Team members who may have questions or concerns will feel more comfortable expressing them. They’ll know that you will work with them to overcome challenges.

For a workplace of real autonomy, there has to be an understanding that reasonable mistakes won’t automatically lead to being fired, written up, or reprimanded. When people trust that they can work independently and will get the help they need to correct errors independently as well, they are much more likely to take on additional tasks, be more creative in their work, and grow with the company.

Encourage Flexibility With Responsibility

Another way to foster independence and autonomy in the workplace is to encourage flexibility with responsibility. What that means is that if a deadline is set, then your team should be able to work flexibly as long as that deadline is met. 

For instance, in a content writing role, a team of writers may be given a set deadline to deliver content to a client. If one writer can complete their task in the office during the day, but another needs to work from home, that might be an area in which the team can be flexible. With content writing, specifically, working at home, a coffee shop, or in the office might all be possible. Flexibility in the way the assignment is completed or turned in may be helpful to the team members who have to pick up their kids from school or go to a medical appointment.

The point of workplace flexibility is to keep people happy and comfortable. According to a study in the American Sociological Review, employees who were given flexible work schedules generally felt healthier, slept better, and had less stress. In the study, employers with flexible schedules found that employees were more likely to be interested in staying with the company after three years. This is a win-win scenario, since workers end up at a company where they feel confident and supported, while employers build a strong team of workers invested in the company’s goals.

Give Employees Autonomy to Own Their Careers

Independence and autonomy don’t have to elicit the thought of a worker alone in an office. Instead, think of autonomy as giving employees a way to control their careers and take ownership of their work. With better independence, workers bring their own unique ideas, skills, and experiences to the table, providing an opportunity for others to learn from them while also having access to those who can help them improve and grow as well. 

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