As an employee, the yearning for autonomy is palpable. You desire the liberty and authority to make—and take ownership of—decisions. However, upon being elevated to a managerial role, the challenge of providing autonomy to your direct reports becomes evident, despite having experienced the same situation yourself.
This reaction is completely normal and shouldn’t lead you to doubt your leadership capabilities. Nevertheless, it can catch you off guard. For example, you might find yourself wanting to excessively manage or micromanage your team members. Why does this happen? Relinquishing control to others, who may err, can be daunting. While you recognize the need to trust and empower your team, hesitation can prevail.
Trust issues also present a barrier to granting your employees the freedom they seek. Building trust involves much more than issuing commands; it necessitates providing constructive feedback instead of mere orders and permitting employees to act on behalf of the company (within clearly defined limits, of course).
How can you conquer these challenges and allow your employees the autonomy they desire? The solution lies in one key principle that will resonate throughout your management journey: open communication.
The connection between communication and employee autonomy
Before we explore why communication serves as the answer to this dilemma, let’s delve deeper into the concept of autonomy within the workplace. Employee autonomy is essential for fostering creativity and innovation within an organization. When employees are empowered to think independently and make decisions that directly affect their work, they develop a sense of purpose. After all, they are continuously challenging the status quo, taking risks, and proposing solutions.
It’s difficult to imagine a more effective approach to countering disengagement than by granting some “autonomy bonuses.” Organizations that cultivate employee autonomy certainly hold an advantage over their competitors. Not only do they frequently implement groundbreaking strategies, but they also foster a dedicated and focused workforce, as everyone feels a sense of ownership.
The role of communication in promoting autonomy is to build both trust and accountability. Employees who receive the knowledge, resources, and boundaries necessary to take ownership of their work from their supervisors feel appreciated. They recognize that their interactions with their managers are authentic and transparent. They can seek clarification on expectations or objectives whenever needed, or address any topics that concern them.
Rather than adhering to a conventional hierarchical structure, employees with a strong sense of ownership over their responsibilities often develop mentorship-like relationships with those slightly more senior. This fosters more constructive relationships, eliminating unnecessary power struggles that are unwelcome and unwanted.
Ways to promote employee autonomy and engagement
If you’re keen on fostering greater autonomy within your team as a forward-thinking leader, consider applying these approaches. They will aid you in integrating clearer communication strategies into all your interactions with employees.
1. Clarify your expectations.
As a manager, prioritizing the establishment of clear expectations is crucial. For instance, if you wish to encourage an employee to undertake a new project, do not simply say, “Here’s the project. Go for it!” That approach often leads to a negative experience for everyone involved.
Instead, start by presenting goals and parameters to the team member. Providing a detailed project brief that outlines the project’s purpose, objectives, and key deliverables can be immensely beneficial. Always address potential challenges related to the project upfront, as well as specify where the employee can seek assistance.
2. Conduct regular team meetings.
Scheduling team gatherings allows you to communicate important information to everyone simultaneously. These meetings also provide an opportunity for employees to share their perspectives and insights. Be sure to solicit feedback and input regarding ongoing projects during your discussions.
Looking to elevate your management approach? Don’t forget to schedule regular one-on-one check-ins with individual team members. These sessions enable you to practice active listening while gauging how your direct reports are managing their autonomy. Over time, these meetings will become integral to your open communication culture, showing employees that despite their independence, they are part of the organization’s overall success.
3. Evaluate your autonomy initiatives.
There are various ways to measure the success of enhanced autonomy. First, assess the level of enthusiasm and engagement displayed by your team. Are you observing more employees taking initiative? Making thoughtful and informed choices?
Next, evaluate the proactivity you are witnessing. Are employees actively seeking innovative solutions or setting (and achieving) ambitious targets? Is the quality, output, and timeliness of work improving? These indicators reveal that autonomy is becoming established. Conducting surveys or engaging in private discussions with employees can also help you understand their perceptions of their autonomy levels.
As a leader, it’s essential to ensure that your team members possess all the necessary resources to take pride in their work. However, don’t forget that one of these resources is autonomy—strengthened by your commitment to outstanding communication.
