10 Ways Managers Can Foster Autonomy in the Workplace

Autonomy refers to the right or condition of self-government, or the ability to work in ways that suit us. At OF/BY/FOR ALL, we value not only our own autonomy but also the autonomy of our colleagues, partners, and members. We demonstrate this by developing and communicating our boundaries, asking for and offering consent, seeking improvement, showing initiative, and actively negotiating the terms and conditions of our work together. If we truly value equity, diversity, and inclusion, we must also seek to embody these values internally in all that we do. Change truly starts from the inside out.

Here are ten ways that managers can foster autonomy in the workplace:

1. Communicate expectations, goals, and boundaries clearly -  Managers can encourage staff to build the distances at which they can take care of themselves and work with each other, simultaneously. In order to do this it's crucial for them to communicate and set boundaries amongst themselves and with other colleagues in leadership positions. These boundaries are the distances at which they can be both good at their jobs and good at their lives. Developing those boundaries will require healthy conflict and healthy relationships.
2. Ask for and offer consent - In addition to providing constructive feedback and recognizing accomplishments, managers can foster autonomy by asking for and offering consent. This means communicating clearly with team members about the decisions that affect them and asking for their input and feedback. Managers can also offer consent by involving team members in decision-making processes and respecting their opinions and perspectives. By asking for and offering consent, managers can create a culture of collaboration and trust where team members feel valued and respected. This can lead to greater job satisfaction, increased productivity, and a more positive workplace culture overall.
3. Encourage team members to take ownership of their work and make decisions independently - Managers can encourage autonomy by empowering their team members to take ownership of their work. This means providing them the resources they need to succeed while also giving them the freedom to make decisions and take risks. By doing so, managers can help their team members develop their skills and build confidence in their abilities.
4. Create a culture of trust and psychological safety - Autonomy also requires a culture of trust and psychological safety. Managers can foster this kind of culture by creating an environment where team members feel comfortable speaking up and sharing their ideas. This includes recognizing and valuing their contributions and providing them with opportunities to collaborate with others.
5. Provide opportunities for professional development and growth - Autonomy is also about giving team members the opportunity to grow and develop their skills. Managers can foster autonomy by providing their team members with opportunities for training, mentoring, and professional development. By doing so, they can help their team members take ownership of their career paths and develop new skills that will support their professional advancement.
6. Encourage collaboration and teamwork while also valuing individual contributions -  Autonomy doesn't mean working in isolation. Managers can foster autonomy by encouraging collaboration and teamwork while also valuing individual contributions. This means recognizing and celebrating the unique skills and perspectives that each team member brings to the table.
7. Allow flexibility in work schedules and arrangements - Autonomy also means giving team members the flexibility they need to work efficiently. This can include flexible work arrangements, such as working from home or setting their schedules. By doing so, managers can help their team members achieve a better work-life balance, which can improve their overall satisfaction and productivity.
8. Provide resources and support for independent problem-solving - Autonomy also means providing team members with the resources and support they need to solve problems independently. This can include providing them with access to information, tools, and resources, as well as providing them with opportunities to develop their problem-solving skills.
9. Negotiate terms and conditions with team members - Autonomy also means actively negotiating the terms and conditions of work with team members. This involves open communication and collaboration between managers and team members to find mutually agreeable solutions. By involving team members in the negotiation process, managers can demonstrate that they value their input and create a culture of respect and trust. Additionally, negotiation can lead to more creative solutions and better outcomes for both the organization and the team members.
10. Foster a culture of continuous learning, improvement, and experimentation -  Finally, managers can foster autonomy by creating a culture of continuous learning, improvement, and experimentation. This means encouraging team members to take risks, try new things, and learn from their mistakes. By doing so, managers can help their team members develop their skills, grow professionally, and take ownership of their work.

Fostering autonomy in the workplace is crucial for empowering team members to take ownership of their work and make decisions independently. By implementing the strategies outlined above, managers can create a workplace culture that values boundaries, consent, improvement, initiative, and negotiation. This will not only lead to greater job satisfaction and productivity but also help build stronger, more collaborative relationships among team members. Managers have the responsibility and they beautiful opportunity to create a work environment that supports and encourages autonomy, and by doing so, they can help their teams thrive.

Want to implement these actions in your organization? Download our printable guide and start fostering autonomy within your team now!