Love!

Why Employees With Autonomy Are Better For Your Company

Trust is a key element in any relationship. Do you trust your employees to find their way through the work? Do you trust them to complete the task they’re given? If the answer is yes, then letting people work how they want to is your best bet.

When you treat employees as adults, the relationship dynamic at the workplace completely transforms. It’s no longer a hierarchical setup with rigid rules but a more informal approach with fluid rules that can be bent and shaped according to need.

And it’s not a myth: When they are treated well, employees tend to be more responsible and go out of their way to make sure they do whatever is in the best interests of the company. This, in turn, increases the profitability of the company.

Trust Is Tough, Yet Simple

But allowing people to work the way they want to isn’t a simple switch to make. To make it a successful endeavour, companies need to relax their rules on multiple things - like offering  flexible hours; simplifying rules; giving employees greater autonomy to make decisions and bring risky, innovative ideas to the table.

It’s also a good idea not to over-complicate any of the ideals that the company has for itself. Keep it as simple as possible and trust the employees to not take advantage of their freedom. More often than not, they won’t.

When offices become open, transparent spaces for discussion, opinions, feedback and ideas, organizations have a real shot at being less conventional. When employees feel like they are in a safe space to discuss or openly give feedback, new ideas are shared more often and problems can be solved jointly. There on, there’s only one way for the company to grow: Upwards.

Little Changes, Big Impact

One of the great benefits of an open office space is the possibility of having direct exchanges - a space that encourages people to mingle freely between departments and communicate without worrying about barriers. These direct exchanges allow people to work out their problems much more easily; develop empathy, and greater understanding about the needs of the other side.

This gradually enables people to make small changes to their routines and ways of working in order to benefit the other stakeholders. Without these direct exchanges, people sometimes become blind to the problems that arise outside their own departments and spheres of influence.

At Semco, people began discovering that by making one little change, they could add a lot of value to the other person or department. An engineer from Semco says that one of the biggest advantages of this practice was the better understanding it fostered between employees.

Lose Control - There’s Much To Be Gained

The little changes everyone made to their routines not just benefitted them but the company as a whole. He feels the flexibility helped him to connect with people in other departments and better grasp their needs and vice versa.

When companies learn to treat adults as adults and give their employees flexible hours or the autonomy to decide the ways in which they work, it benefits not just the employees but the company too. When people are given free-reign on how they handle work, they are better able to structure it around their other responsibilities and be more productive overall.

They are also able to fulfill other goals along the way, making them feel like they’re developing themselves personally as well as professionally. It also helps them build important decision-making skills and creates a space for new leadership and talent.

The benefits of letting people work the way they want to are increased productivity, a positive office environment and greater transparency.

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