In the workplace, a lack of autonomy is one of the factors contributing to psychosocial risks. It can lead to stress, a loss of meaning, decreased productivity, disengagement, and a negative impact on employee well-being. Conversely, promoting autonomy brings numerous benefits, both for teams and for the company. It has a positive effect on quality of life at work.
What is autonomy at work?
Autonomy is defined as the ability to not be dependent on someone else. At work, it means being able to act without needing prior approval from your supervisor. A company that allows autonomy chooses the level of freedom it grants its employees.
A self-employed worker will be able to carry out their assignments according to their own organization, rules, and vision. They have flexibility and more decision-making power over how they do their work. This allows them to work in the way that suits them best, according to their own abilities.
Furthermore, autonomy also allows employees to take initiative and make certain choices without needing approval. They will also have the opportunity to participate in decisions that affect them. As a result, self-employed workers become active participants in their professional lives within the company.
Finally, autonomy can take different forms. The company can give employees the choice of prioritizing tasks, how to perform them, and the tools used. It can also involve allowing flexible working hours and the option of teleworking.
The benefits of autonomy at work
Giving your teams autonomy will bring many benefits. Indeed, it will have an impact on various aspects.
Employee motivation and commitment
By giving them more flexibility, employee engagement and their sense of belonging to the company will increase. They will feel more involved in their tasks and will be motivated to carry them out. Autonomy is essential for team satisfaction and well-being. When it is lacking, there is a risk of causing weariness and a loss of meaning among workers.
Productivity
Employees who are autonomous will feel responsible for their work. This will influence their desire to perform their tasks well and meet deadlines.
The feeling of recognition at work
By letting them manage their own way of working, employees will feel that their manager trusts them. This will make them feel valued and recognized in their work.
Creativity
By giving employees more freedom, you give them space to develop their creativity. They will be able to bring more thought to their tasks and projects. They will feel free to explore new ideas and new areas of work. This will promote innovation within the organization.
The manager's job
This freedom given to teams is also beneficial for managers. They will be able to offload certain tasks in order to focus on assignments that directly concern them. This will have a positive impact on their own working conditions. Indeed, they will benefit from better time management and a reduced workload. By trusting their employees, they will also be able to take a step back and reduce their stress levels. In addition, they will be able to use this time to focus on other tasks related to their team management role (task allocation, skills development, employee support, etc.).
Nevertheless, it is important to understand that giving employees autonomy does not eliminate the manager's supervisory role. The manager will always be there to supervise the work as needed, provide assistance, or discuss work organization.
Manager, how can I develop my teams' autonomy?
Take stock of the situation
As a manager, the first step is to assess your team's level of autonomy. This involves asking yourself some questions.
Ask yourself whether your teams can act independently on their assignments or whether these are particularly supervised. Also ask yourself whether they can contribute their ideas and new perspectives. Furthermore, can they change their working methods if they wish? Do they enjoy flexibility in their working hours?
Secondly, this assessment also requires you to ask your employees questions. How do they feel about their job? Do they feel they can do their job the way they want to? Do they feel they are being listened to enough?
This assessment will enable you to adjust your working methods. You will be able to implement new measures to give your teams more freedom.
Identify employee needs
Furthermore, it is important to understand that all your employees are different. They do not all work in the same way or have the same needs.
Some people will need a great deal of autonomy to thrive in their work. Conversely, others will need more supervision. For some people, having more structure is necessary for them to feel comfortable in their job. Giving more freedom to someone who does not need it can cause them stress.
That is why individual communication with each employee is essential. It will enable you to tailor your management style to the different profiles within your team.
Implement actions
Finally, for independent work to go well, it is important to put certain things in place on a daily basis.
Establish a culture of trust and communication
To enable your employees to be autonomous, show them that you trust them. You can do this by giving them more freedom, delegating value-added tasks, and showing appreciation.
In addition, in order to be autonomous, your employees need to know what is expected of them, the objectives to be achieved, and the deadlines to be met. Remember to communicate these elements clearly so that they can work with clarity.
Next, encourage them to ask questions, share ideas, and offer suggestions. Here, it is important to emphasize the right to make mistakes. Your employees must feel confident enough to give their opinions and do their work independently. They should not be afraid of being judged or making mistakes. Mistakes are also a way to progress.
Enabling skills development
Before granting autonomy, ensure that your employees are properly trained for their positions. If this is not entirely the case, it is important that they have the opportunity to be trained. Training builds confidence and reduces stress for employees, as they will know that they have the necessary skills to do their job.
In addition, don't hesitate to encourage skills development to enable employees to take on new assignments.
Provide your support
Giving your teams autonomy also means making yourself available to them. They need to know that you are there to support them when needed. Being autonomous does not mean working alone. Don't hesitate to ask them questions about their needs and take into account any difficulties they may encounter.
See also our article “Supporting well-being at work through manager training.”
In conclusion, we can say that autonomy is essential for employee satisfaction. Employees who are happy to come to work will be more inclined to contribute to the achievement of objectives. This also helps to retain workers. Giving employees more freedom is therefore also beneficial for the company. The days of controlled management, where managers constantly check that their employees are doing their jobs properly, are over. Today's workers, especially the younger generations, are looking for freedom, flexibility, and meaning.
Now it is a question of finding the right balance. Companies and managers must allow this autonomy while setting limits to avoid workers feeling isolated. Autonomy and security are compatible when it comes to promoting well-being at work.
