A guide to autonomy
Empowering people to do the best work of their lives
There is a certain push in the world of work towards giving autonomy to teams and individuals, but old practices (which have been around for decades) die hard also because very often it is not clear what alternatives should replace them. Conferring autonomy and managing it in the best possible way is crucial in a work context of smart working (or remote working) and geographically dispersed teams. Doing so also requires an orderly approach to building the elements that can structure an environment in which autonomy is possible and brings concrete results.
If you are still undecided as to "why should I do it?" you can find the answer in several studies conducted on the subject. Studies show a direct link between work autonomy and significant improvements in satisfaction, employee engagement, and company performance.
The series of articles we have published in recent weeks has tried to shed some light on this issue, highlighting precisely some of the studies mentioned above and showing - clearly - how autonomy can be transformed into an element that drives the company toward achieving its goals.
Corporate Evolution and Autonomy
The transition from a purely hierarchical approach to one that values autonomy requires the creation of an organizational context that facilitates the ability of teams and individuals to make decisions. For modern organizations, autonomy is a strategic asset.
Metaphorically speaking:
If traffic lights impose a predetermined path;
Roundabouts offer the possibility of making the correct decision with greater freedom within a guideline.
Translated to the work context, this means that creating a business environment that promotes autonomy means letting people direct their actions according to the context and objectives to be achieved. It may sound trivial but, in reality, this implies a shift from traditional “command-and-control” management systems, which must be managed correctly in order to function.
This way of working promotes internal entrepreneurship. Employees are encouraged to explore new solutions and approaches, enhancing the company's ability to adapt and innovate. Nobody within an organization has a better ability to make decisions on an issue than those who live with that situation on a daily basis.
Simple and Accessible Corporate Strategy
A clear and transparent corporate strategy is essential to nurture team autonomy. Strategies that are intuitive and easily understood by all levels of the organization enable quick decisions aligned to common goals. Tools such as “Even Over” and “Strategic Statements” can translate complex business plans into clear directions, thus facilitating autonomous action by people.
What these tools do, in other words, is empower everyone to make quick decisions aligned with corporate objectives, thus simplifying decision-making processes and enhancing organizational effectiveness.
From Strategy to Action: The Importance of OKRs
According to a Strategy& study of over 6,000 companies, 74% of the top managers surveyed believe that their company has difficulty executing strategy.
Execution has always been a key issue for companies, but right now the difficulties in execution are compounded by the need to execute in an agile manner and constantly adapt to what is happening around us. To ensure this happens, my method of choice is OKRs (Objectives and Key Results).
This is an effective method for linking strategic vision with day-to-day actions, promoting:
Transparency;
Alignment;
Measurability of objectives, which are essential for effective and accountable autonomy within teams.
Furthermore, the OKR structure (when implemented well) allows for continuous verification of achievements and constant adaptation.
Thus, this system not only provides clear direction but also encourages a flexible approach in the implementation of strategies.
The Role of Feedback
If we do not tell ourselves what we are doing right and what we are doing wrong, it will be impossible to improve. In this very simple concept lies the necessity and power of feedback. Continuous feedback is essential for sustainable organizational growth.
A well-integrated feedback culture, based on psychological safety, transforms feedback from mere criticism into real opportunities for learning and improvement, strengthening autonomy and the ability to generate value and progress towards goals.
Constructive and systematic feedback practices are vital for aligning individuals with corporate goals and fostering a work environment where every contribution is valued as an opportunity for improvement.
Role Clarity and Autonomy
Who does what and what can I expect from whom?
The answer to these two questions is an indispensable prerequisite for generating a context in which working autonomously is effective; it is essential to avoid ambiguities and overlaps by precisely establishing responsibilities and expectations. When each individual clearly knows his or her responsibilities and how these fit into the broader corporate vision, a working context is created in which autonomy can be translated into concrete results.
This can be done by having a clear definition of roles. A definition of roles must also be dynamic because things change, needs change, and we must always be able to have an adequate ecology of roles to do what needs to be done.
Therefore, having clarity facilitates delegation, mutual trust, and efficient communication.
Effective Meetings: Efficiency for Autonomy
Meetings: the hot topic in all organizations. Despite the (sometimes disproportionate) number of meetings we attend, we still treat them somewhat lightly.
These crucial moments for aligning and making decisions that require several people to talk to each other need to be approached as carefully as other operational activities. Attention must be paid to their structure, the objectives they set out to achieve, and what happens before and after each meeting in preparation for and as a consequence of it. And it must be ensured that all participants are participants and not auditors.
It is not easy and requires a bit of work, but it is an activity that generates a very positive return on investment both in purely economic terms and in terms of motivating and reducing people's stress levels.
Autonomy is a prerequisite for companies that aspire to success in today's working environment. Providing autonomy means empowering people to operate independently, to have control over the areas in which they are most competent, and to be more aware of the contribution they make to achieving company goals. This translates into better efficiency and effectiveness of the activities carried out in the company and a considerable increase in people's motivation and satisfaction.
The journey towards a more autonomous working environment requires a conscious commitment to modern leadership practices, clear and accessible corporate strategies, effective feedback systems, and transparent communication about roles and expectations. At the same time, it is crucial to redefine the culture of meetings, transforming them from blocks on our calendar to value-added activities.
By adopting these principles, organizations can create a working ecosystem in which autonomy is the element that fuels sustainable growth and long-term success.
In this context, therefore, each individual is valued not only for the work they do but also for the unique contribution they can make to the collective vision. This contributes to making the organization a place where talent, innovation, and satisfaction intertwine to generate value and achieve goals (no matter how ambitious they are).