It is the opposite of micromanagement: that management style in which a leader or manager exercises excessive control over the tasks and activities of his or her employees. It is the opposite of constant and details supervision of every employee action, which leads to desmotivation, frustration and reduce creativity, (as well as causing estress and inhibiting growth).

We are talking about autonomy, that margin of action that the company or the leader leaves to the employee so that, from a basis of trust, he/she can make decisions regarding his/her work and the projects assigned to him/her.

Workplace autonomy is critical to employee engagement, creativity, and productivity. At its core, workplace autonomy refers to the freedom given to employees to make their own decisions and take ownership of their work. This approach allows individuals to control how, when, and where their tasks are completed, minimizing the need for constant managerial oversight and fostering a more dynamic and responsive work culture.

Workplace autonomy empowers employees by giving them the authority to make decisions independently, enhancing their sense of ownership and investment in their work. This shift from traditional top-down management to a more decentralized approach increases employee engagement and promotes a positive company culture. By allowing employees to exercise creativity and leverage their unique skills, organizations can unlock higher levels of motivation and satisfaction among their workforce.

However, it's essential to note that autonomy doesn't equate to a lack of structure or disregard for organizational policies. Employees are still expected to adhere to company rules and values, ensuring that their decisions align with the overall goals and objectives of the organization. This balance between freedom and accountability is crucial for maintaining a productive and harmonious workplace.

Delegation is the key

Delegation is a critical skill for effective leadership, yet many leaders are hesitant to delegate functions at work. This reluctance can significantly impact the autonomy of employees and teams, stifling creativity, engagement, and overall productivity.

Many leaders fear that delegating tasks will lead to a loss of control over the quality and outcomes of work. They worry that employees may not perform tasks to the required standard or make decisions that could negatively impact the organization.

Leaders with perfectionist tendencies often believe that no one else can perform tasks as well as they can. This mindset prevents them from trusting others to handle important responsibilities. A lack of trust in employees’ abilities and judgment can make leaders reluctant to delegate. They may doubt that their team members have the necessary skills or knowledge to complete tasks effectively.

But micromanagement and the boss's fear of delegating achieve just the opposite of what they want, as they have a significant impact on employee morale and productivity. When managers keep a close eye on every detail of their employees' work, it creates a stifling environment in which people feel undervalued and distrusted. When employees fear making mistakes that may lead to criticism or reprimands, creativity and innovation are stifled. Over time, this can erode their confidence and decrease their overall job satisfaction, which can lead to higher turnover rates as employees seek supportive and empowering work environments.

In addition, fear of delegation on the part of managers can impede employees' professional growth and development. When managers are hesitant to delegate tasks, employees miss out on opportunities to expand their knowledge and take on new challenges. This lack of development opportunities makes them feel stagnant and undervalued. A lack of trust from management can also create a disconnect between employees and their leaders, fostering a work culture characterised by low engagement and poor collaboration. Ultimately, this not only affects individual performance, but can also hinder the organisation's overall effectiveness and success.

The Impact of Autonomy on Employee Engagement

The benefits of workplace autonomy are multifaceted, significantly enhancing employee engagement through various mechanisms:

1. Ownership and Decision-Making: When employees have the autonomy to make decisions, they feel a greater sense of ownership over their work. This empowerment fosters higher engagement as individuals become more invested in their tasks and responsibilities.

2. Creativity and Motivation: Autonomy enables employees to tap into their creativity, exploring innovative solutions and approaches. This freedom to innovate boosts motivation and job satisfaction, as employees feel valued and capable of making meaningful contributions.

3. Trust and Communication: Building a culture of trust is essential for effective autonomy. When employees trust their leaders and colleagues, they are more likely to embrace autonomy. Clear and open communication also plays a crucial role in ensuring that autonomy is practiced responsibly and effectively.

4. Recognition: Recognizing and appreciating employees' efforts reinforces their engagement. When employees feel valued for their contributions, they are more likely to take ownership of their tasks and remain committed to their roles.

5. Flexibility: Allowing flexibility in work schedules and environments enhances autonomy. When employees have control over their time and tasks, they experience higher levels of engagement and can better balance their work and personal lives.

Read also: Article: How to delegate effectively: 5 tips for managers — People Matters Global

Implementing autonomy in the workplace requires deliberate strategies and a supportive organizational culture. Here are some effective approaches:

1. Empower Decision-Making Authority: Delegate tasks and responsibilities to employees, allowing them to demonstrate their skills and make decisions. This empowerment fosters a sense of ownership and encourages innovative problem-solving.

2. Provide a Flexible Work Environment: Allow flexibility in working hours and locations. When employees have control over their schedules, they can manage their work-life balance more effectively, leading to increased autonomy and job satisfaction.

3. Enable Employees to Take on New Tasks: Encourage employees to explore new areas and take on additional responsibilities. This promotes growth and autonomy as they adapt to different challenges and opportunities.

4. Build a Culture of Experimentation and Innovation: Create an environment where employees feel safe to experiment and try new approaches. Encourage them to share their ideas and perspectives, and give them the autonomy to implement their own strategies and solutions.

5. Prioritize Performance Outcomes: Focus on outcomes rather than micromanaging processes. Set clear goals and let employees decide how to achieve them, trusting that they will find effective ways to meet objectives.

6. Allow Employees to Manage Their Own Workloads: Give employees the autonomy to prioritize tasks and manage their workloads. This control over their time and priorities enhances efficiency and engagement.

7. Create a Culture of Internal Mobility: Support career development by allowing employees to explore different roles within the organization. Autonomy increases when employees have opportunities to grow and move across teams.

8. Reward Autonomous Work and Behaviors: Recognize and celebrate instances where employees demonstrate autonomy. Acknowledging their initiative encourages others to follow suit and reinforces a culture of independence and innovation.

Read also: Article: Empowerment and trust is the way forward: Schneider Electric's Charise Le (peoplemattersglobal.com)