de Can employees plan their day, choose the best methods and tools to complete tasks, and do all of this without constant supervision from their boss? It sounds like a dream for any manager, but this is exactly how autonomy works.
Instead of constantly monitoring employees, you should give your team more freedom — but do it the right way. In return, you’ll get engaged and motivated workers.
In this article, we'll break down what autonomy is, how it functions, and how to implement it in your team without losing control over task completion.
What is autonomy in the workplace?
Employee autonomy means that they make their own decisions on how to organize their work and complete a task "from start to finish." The manager sets a high-level objective and defines the desired outcome. After that, the manager steps back and only steps in when necessary.
To clarify the autonomy at work meaning, let’s look at an example.
Instead of telling an employee how to run a marketing campaign, the manager sets a goal — such as increasing website leads by 10% — and allows the employee to develop their own strategy. The manager may provide feedback or support if needed, but the employee has the freedom to creatively approach problem-solving.
Key Elements of Autonomy
Autonomy in the workplace isn't just about freedom. It's a system with specific steps that let employees take control of tasks and own the results. Let’s break down the key elements of autonomy and how they help boost efficiency.
1. Set specific and measurable goals
To ensure employees know what is expected of them, it’s important to set clear and precise goals. If the goal is too vague, employees might get confused, and you won’t get the results you were hoping for. Specific and measurable goals help everyone move in the same direction and evaluate the outcome.
The SMART method is the best way to set such goals. Here’s what it stands for:
- S (Specific) — the goal should be clearly defined. For example, instead of "improve the website," say "add a new customer review page to the website."
- M (Measurable) — you need to know how to measure success. For example, "increase page traffic by 20%."
- A (Achievable) — the goal should be realistic and attainable. For example, don’t aim for a 200% increase in traffic if that’s impossible to achieve.
- R (Relevant) — the goal should be important to the company. For example, to attract more customers, you could launch a promotion on your product.
- T (Time-bound) — there should always be a deadline. For example, "complete the task in two weeks."
An example of such a goal for the sales department: By the end of next month, increase sales by 15% through active customer outreach via phone calls and emails. This should boost the company’s revenue by 10% compared to the previous month.
2. Establish Team Communication
Since task delegation is now handled by the employees themselves, you need to provide them with a convenient tool for managing tasks. We recommend using systems that allow employees to take on project management roles, creating assignments for their colleagues. The following task management systems are highly recommended: Asana, Trello, and Monday.
For example, you give your team two weeks to create a website for the company. Here's how the employees will work:
- The marketer assigns the designer the task of preparing the necessary layout and asks the content manager to create text for the advertising campaign.
- The content manager assigns the marketer to conduct market analysis and define the target audience to write more relevant content.
- The designer creates the website layout and assigns the content manager the task of preparing text for the site, while asking the marketer to add call-to-action sections.
Your role is simply to check the progress once a week and approve the final product by the set deadline.
3. Give more freedom in the office
This approach is especially important for hybrid teams, where some employees work from home and others in the office. To manage this, a hybrid-office management system can be used. It lets employees plan their office visits in advance, book a desk, and reserve a meeting room. This helps maintain flexibility while staying connected with colleagues.
For example, if several team members are working on the same project, they can pick a day to meet in the office. Using the booking system, they can easily reserve desks next to each other or a meeting room with a whiteboard to brainstorm on the project.
4. Encourage Initiative
People won’t take initiative if they feel there’s no reward or, worse, if they’re punished for mistakes. Create a system that rewards taking the lead with autonomy in the workplace. It doesn’t always have to be bonuses or raises—just acknowledging someone’s efforts in weekly meetings can go a long way.
For example, imagine an employee suggests a new idea to improve the sales process, and you dedicate time to discuss this idea at the next meeting. Even if the idea is not implemented, publicly recognizing the effort and discussing it with colleagues will motivate that employee and others to offer their solutions more actively in the future.
5. Handle Mistakes Privately
If someone makes a mistake, avoid pointing it out in front of the entire team. Instead, have a one-on-one conversation to figure out what went wrong. Maybe the person simply misunderstood the task or they are inexperienced and need some help.
For instance, if an employee makes an error in preparing a report for a client, it’s best not to address this during a team meeting. Instead, you can meet with them privately, point out the mistakes, and offer resources or training to help improve their skills. This approach will help the employee feel more confident and less afraid to take responsibility in the future.
Pros and Cons of Employee Autonomy
An autonomous work environment can either make your job easier or complicate it if the autonomy processes are not organized correctly. As a manager, you set the direction, but don't go too far by completely stepping aside.
Benefits of Autonomy in the Workplace:
Increased engagement: It’s hard to expect high performance from someone who is just counting down the minutes until the end of the workday. Engaged employees bring more value and, in some cases, achieve outstanding results.
Understanding responsibility: When people take ownership of their part of the project, the whole team achieves results faster. They gain extra pride in their work and understand that they will be motivated by the results they deliver.
Risks of Excessive Autonomy:
Lack of discipline: Too much freedom without clear rules, deadlines, and major goals can lead to delays. Too much freedom without structure can cause delays and make it hard to refocus. In such situations, dismissals may become necessary, which affects the emotional atmosphere of the entire team.
Not all employees can handle it: Some people need micromanagement. They work better with clear instructions, and without them, they may get lost. Give such employees too much freedom, and deadlines will be missed simply due to their lack of self-organization.
How to Implement Autonomy Without Losing Control
Gradually introduce an autonomous environment to your team. It’s important to prepare them for the shift, so they’re ready to take on more responsibility. Here’s a plan to make the transition smoother:
Assign roles and clarify tasks: Make sure everyone knows what they're responsible for. Outline the expected outcome for each task and offer examples of possible solutions.
Set measurable goals: Use the SMART method to set clear and achievable goals.
Support your team: Autonomy in the workplace doesn’t mean leaving employees to figure things out on their own. Set up regular 30-minute check-ins to stay updated and address any issues together. If there’s a new hire, make sure they’re trained on business processes and rules.
Implement a Task Tracking System: Without such systems, much of your work in establishing autonomy within your department will be ineffective. Employees need to see the status of tasks they’ve assigned to their colleagues. Conversely, they should also understand the tasks assigned to them personally, as well as the priority of each task, to help them better plan their work time.
Key Takeaways for Implementing Workplace Autonomy
Give employees control over their work process. This way, they won’t lose focus or miss deadlines due to external pressure or micromanagement. Completing tasks independently will increase employee motivation, as they will understand that they alone are responsible for the outcome.
Support them at every stage. As a leader, your task is to provide employees with all the necessary resources for success. Regularly receiving feedback from the team on tasks they are struggling with will help them feel supported by you.
Set clear boundaries. Workplace autonomy doesn’t mean a complete lack of control. You are simply giving employees more flexibility in their work. Clearly defined high-level objectives help ensure that autonomy works without compromising productivity.
Identify those who struggle with self-organization. These individuals should remain under the current management system, as autonomy may reduce their effectiveness. Not everyone thrives in an autonomous environment, and it is important for the leader to recognize this.
