Workplace autonomy, upon appearance, often seems like the antithesis of team management, but especially of productivity. Many a manager reading this post clicked on it begrudgingly. In your experience, workplace autonomy (meaning paying people to not do their jobs) is a trend that will die off when people realize it’s useless.
It makes people chase unrealistic ideals, it makes people lazy, and it always results in poor output—ALWAYS.
But is that the objective truth? The answer is no.
According to research, people want independence more than ever before. Most non-independent workers are considering leaving their current positions and becoming independent within the next five years. Why? Freedom of choice appeals to them more than a continuous wage with little autonomy and flexibility.
You might think that leaves current management between a rock and a hard place—be productive or keep good people. Make your choice. But what if we told you that you could have both? What if we told you that there is a way the two meet, combine and even support each other?
Let’s talk about it. In this post, we cover
- What even is productivity?
- What is workplace autonomy?
- How one supports the other
- Why team management NEEDS workplace autonomy
- How to encourage autonomy in your workplace
- How to watch your company thrive
Let’s Clear Up The Basics. What is Productivity?
Oxford defines productivity as the state or quality of producing something, but the concept of “productivity,” as we understand it today, is much bigger than that.
In the 1610s, there was productif, sourced from the Medieval Latin word productivus, meaning “fit for production,” and producere, which meant “to bring forth.” Now, it represents this magical force we must foster to do, create, and achieve our best every day. There are hundreds, if not thousands, of books written on the subject. “How to be more productive” gets thrown into search engines thousands of times a month in hopes of finding ways to improve individual output.
And yet, no one focuses more on the concept than management. For those in management positions, especially team management, metrics like productivity and output are used in almost every decision and plan. They are incredibly important, so autonomy is such a scary concept. Without rules, rigidity, procedures, and processes, how do you maintain a quality output level?
Before we answer that question, we need to define another word.
What is Autonomy, Specifically in the Workplace?
The Standford Encyclopedia of Philosophy explains autonomy as “an idea that is generally understood to refer to the capacity to be one’s own person, to live one’s life according to reasons and motives that are taken as one’s own and not the product of manipulative or distorting external forces, to be in this way independent.”
It’s both the ownership over one’s life and the ability to craft it as you see fit. Nowadays, people have so much autonomy and access to independence that it can be overwhelming. You can afford 19 different car insurance policies, so which one do you get? It’s up to you.
We’ve always understood that personal autonomy is important. You have to be able to choose your work, your food, your desired company, and much more to feel in control of your life. We all know the story of the rich kid whose parents have chosen their life for them. It never ends with the kid saying, “Yes! I love having no control over my life!”
Autonomy in the workplace has the same value, but it’s easier to ignore.
Employers think that paying employees for their time directly correlates to telling someone when they can go to the bathroom. As if the whole idea of autonomy just shriveled up and died the moment you clocked into work. Is it much of a surprise that these types of managers tend to see high turnover?
What Does Workplace Autonomy Look Like?
For the record, workplace autonomy does not look like paying people to do nothing. It’s not a complete lack of productivity, selling the office building (since no one shows up), and declaring bankruptcy a few months later. It’s not nearly as dramatic as that.
Instead, workplace autonomy means giving people ownership of their work and the freedom to choose where you can, such as
- What hours people work
- The deadlines they meet for specific tasks
- What tasks they handle, and in what order
- The software they use to complete the work
- Where they work
Not all businesses have the flexibility to choose any of these things. Perhaps your business is location-based and can only be open in the morning. Workplace autonomy, for you, might look like sitting your team down to decide which part of the morning they prefer.
Implementing more workplace autonomy simply means maxing out the amount of choices you can give people. Your bases are still covered, but your team is allowed to take ownership of what exactly it is they are doing.
It’s NOT Flexibility, That’s Different
Another trend popping up in workplaces is increased flexibility. It’s often confused for autonomy, but they are not the same thing—only related. When the word “flexibility” is used, people instantly think of hybrid-remote teams. You get to work from home a few designated days per week, which is so cool, right?
Yes! It’s a great thing, but it’s only half of the equation.
If you are told that on Tuesdays and Thursdays, you have to work in the office, that’s not really freedom of choice, is it? Yes, your location of work becomes a more flexible concept, but there is no choice involved in that mandate.
Maybe some people need to work in an office setting to be the most effective. Maybe others do their best work in the comfort of a coffee shop down the street. And then, you have people who come up with their most creative ideas while wearing a fuzzy robe on their couch at home. By dictating the “when” and “where” of the hybrid working system, you ignore the inherent differences of your teammates.
So, to make flexibility really work for you, your team, and your productivity, connect it to autonomy. Ask people to be in the office on Tuesdays and Thursdays, and say nothing else. Let them choose their location the other days, and you’ll see better output. At the very least, you’ll see happier teammates.
Have you ever heard of SAFe Agile? Read This.
How Workplace Autonomy Supports Productivity
Here are just a few ways workplace autonomy can improve productivity.
- Reduces turnover
- Improves competitive edge in every way
- Increases engagement
- Secures loyalty as the team feels trusted and valued
- Dramatically improves your team’s experience of your business
No matter your location, industry, or niche, there is more competition than ever before. In other words, keeping good people is hard. Keeping your customers and clients interested in your product is hard. Keeping your hand on the pulse of the market is hard.
That is to say, if you have a good team, you want to keep them. Turnover does nothing for your output; it diminishes the whole business, which is why companies invest so many resources into every possible option for combating it.
This is just one of the ways.
Where Does Team Management Fail? It Lacks Workplace Autonomy
We define team management as “the act of using managerial tactics to meet business goals and improve performance. It involves a combination of guidance, coordination, teamwork, communication, and support. Paired with problem identification and conflict resolution, team management is best viewed as an amalgamation of skills.”
For anyone overseeing any group of people with a common goal, it’s essential, but it’s not perfect. Unless the management works to change it, the system naturally leans away from encouraging independence.
All we are saying is that you should take the time to include workplace autonomy in addition to the structure that team management practices provide. For example, consider the following.
- What type of worker is each team member?
- Do they prefer working independently or as a part of a group?
- Are they more creative or systematic?
- Are there ways you can add each element they prefer into their professional landscape?
- Are your planning and preparation systems encouraging your team members to use positive or negative behaviors?
- Are they handed tasks with the expectation of complete obedience?
- Are they given a say in what they do or (at the very least) how they do it?
- Are your team members ever encouraged to take risks or think outside the box?
- How much control do they have over how they get their work done?
- What behaviors, actions, and patterns do you want your team to display? (Self-starting, capable, willing to learn, etc.)
- Do your systems, processes, and procedures support those ideas?
- Can they work through tasks in a way that works for them (listen to music, stand, sit, etc.)?
Having more workplace autonomy doesn’t mean having completely passive management that lets employees fly off the handle. It doesn’t mean anything passive. It means simply giving more where you can.
Benefits of Implementing More Workplace Autonomy
Some of the most prominent benefits of implementing more autonomy in the workplace include
- Ownership – By putting the choice in your team’s hands, they are now the proud owners of that decision, its execution, and its outcome, which means that more care will be taken throughout the whole process.
- Job Satisfaction – People enjoy their work more if they are more connected to it, motivated to improve, and feel like they have control over their contribution.
- Loyalty – If people are good at what they do, they like what they do, and they feel that they are valued in that space, they will not leave.
- Adaptability – Autonomy means that people have a say. If they have a say, they can offer their perspective on plans, contribute ideas, and provide a fresh view. Involving more diverse ideas, thoughts, and perspectives improves company outcomes.
- Natural Succession – When people are given the opportunity to step up, they will. You’ll see natural leaders rise when you allow more autonomy, making the succession process easier.
- Better Customer Relationships – You can tell when your server, barista, or assigned customer representative likes their job. It makes you want to work with that person over and over. The same will happen to your team.
- Happier Team Members – If you ask anyone who has reported being unhappy in their position, it usually comes down to one of the issues workplace autonomy addresses.
- More Accountability – In a more autonomous setting, each individual contribution matters and reflects that person’s skill, quality of output, and more. So, of course, everyone will be much more accountable in that process. Pride wouldn’t allow anything else.
- Increased Skill – Everyone has room to improve, but few feel capable of actually getting there (or even trying). But when your independence is supported, so is your improvement, which allows for people to pick up skills they might not have considered before.
- More Attractive – Your competitors are doing something better. Whether that is marketing, organizational culture, or compensation, there is someone out there participating in your industry doing it better than you. But when you allow for more autonomy in the workplace, you can pose that as an offering to candidates and applicants, making your business a much more attractive option.
Examples of Workplace Autonomy
We’ve talked lightly about what this concept looks like in practice, but we will take that one step further. Below, you’ll find six examples of workplace autonomy in all different types of businesses.
Let People Set Their Own Schedules
If your business is a storefront with one location, you can sit down with your team and ask them exactly what scheduling needs and concerns they have. Sure, not everyone will get everything they want, but they will see you trying to meet their needs. The same goes for a corporation that really likes long meetings. If you can, give people hybrid and remote options. Explain the value of choosing the setting that allows them to be the most effective—and then let them roll with it.
Let Them Set Deadlines
You might think that sounds impossible, but if you take a look at all of your procedures and systems, there is a way to do this.
Let People Decide Their Own Processes
Perhaps you run a marketing team, and you have strict SOPs for everything. Maybe relax those a bit and let people throw stuff at the wall. You might be surprised by what sticks.
Asking For Input On Organizational Goals
Maybe the “what” you are reaching for is set in stone, but the “how” is flexible. See what your team has to say.
Let People Decide Where To Work
See our section on how autonomy does not mean flexibility. Let people choose fully.
Let People Choose Their Benefits
Do you have a reward system? Ask people what they want rather than deciding for them.
Watch Your Team Thrive
Not only does workplace autonomy make your business a happier place, but it also makes performing more fun. When you allow people the room, freedom, and tools to step up to the plate, people will do better. Seriously, everyone is better off when you allow people to have a hand in crafting their role and deciding how they execute it. Even you.
Let New Ideas Find You
Here at A.McBeth, Inc., we know it’s better to open our thinking caps, receive new ideas, and use them occasionally than act like we know everything. Project management is pretty uncomfortable with that attitude, so we are offering up new (and old) ideas all month long, so sign up to be notified the next time one pops up. You won’t want to miss it!
