How Autonomy Leads To Motivated Employees

First, lets start with four positive motivators you and I can integrate into our day-to-day work environments and meetings that often lead to motivated employees and increased work performance. They are:

• Play at work improves creativity, decreases stress and builds stronger relationships between team members and even suppliers and customers. In addition, play has been proven to lower healthcare costs and improve employee loyalty.

• Purpose is one of the best ways to develop employee engagement. When people know that what they are working on is important, they are usually more attentive - and (if your culture embraces it), more creative.

• Competency / Mastery is a great motivator for individuals who want to learn and grow. When in the office people learn from each other or when organized professional development training is brought in. When employees are remote it is easy to forget the importance of skills development. Webinars and online training are always good options for remote workers.

• Autonomy is aligned with feelings of independence and trust. Employees who feel they have control ownership of what they do and when they do it are happier, more committed, more productive and more loyal.

And if I left it there you would be in great shape to be able to begin using these four techniques. Since working from home is something many of us have to do - and it’s likely going to be part of our work-life-balance from now on, lets take a closer look at how autonomy encourages a culture of motivated employees.

1.    Be Clear With Expectations:

Your employees have to know what you expect of them and how they can count on you. To be clear with expectations also share why their work – the project or task you are asking them to work on is important. Knowing why something is important gives them and their work a greater sense of purpose and direction… and therefore gives them a greater sense of responsibility. 

2.    Build a Culture of Trust:

Show your team you trust them and they are important part of your team by delegating project to them, asking for (and taking) their advice and encouraging them to be creative. When employees always feel ‘it is your way or no way’ then they start shutting down. If you receive a project from them, don’t word-smith it based on ‘your style’ versus ‘their style’, unless you are seriously making it better or adding additional insight. If you or they are new to the idea of autonomy, start small and gradually increase the importance or complexity of the projects. Another way is to partner them up with another team member.

3.    Help Individuals and Teams Learn From Mistakes:

Roll up your coaching sleeves. When mistakes happen encourage them to come to you quickly / early. When they do, don’t look for blame – help them be creative and together… find solutions. When the problem is solved, continue working with them to explore what went wrong, what they learned and what can be done differently next time. Leaders who look for blame kill not only one person’s initiative but that of the whole team. This also dismantles trust, creativity and employee engagement.

4.    Communicate Regularly:

Communicate often with your team as a group and with each individual in separate one-on-one meetings. Get a reputation for being transparent and supportive. Identify industry trends and opportunities with them. They are likely closer to suppliers and customers so encourage them to also share what they see around industry trends and opportunities.

Conclusion:

There is no one-size-fits all with motivating employees. What is right for one person isn’t right for the next; what is right for one team isn’t right for the next. The challenge for leaders is to find the right balance weighting individual needs with organizational and economic factors.

Thanks for reading about how autonomy leads to motivated employees and increased work performance.

If i can help you in any way, please let me know. Click HERE to link to my professional development website.

Bruce

About Bruce and Bruce Mayhew Consulting.

Bruce is Corporate Trainer and Executive Coach.

As a Corporate Trainer Bruce Mayhew (of BMC) specialize in customized Time Management Training, Email Etiquette Training, Leadership & New Leadership Development, Generational Differences and other soft skills training solutions in Toronto and across Canada. Bruce is also an Executive Coach to a few select clients.

BMC helps your greatest assets think productive and be productive.

Bruce is an experienced motivational speaker in Toronto and has inspired audiences across Canada and within the USA and the UK. Bruce works hard to always make sure your training event, conference, retreat, or annual general meeting is a success.