How to Balance Employee Autonomy and Accountability

Do you know how to save balance between the autonomy and accountability?

Employees prefer to have autonomy at work but at the same time, they want to be held accountable. Accountability promotes few motivators such as goal and achievement.

The study proved that unmotivated employees are worth up to 600 billion each year in the USA. When workers know they are being watched, they perform at a lower level. It distracts them and badly influences the memory. You may grow leaders in your organization without negative effects of micromanagement by giving the talents freedom to choose the way how to perform and responsibility to share the accomplishment.

Save balance

Autonomy is an important factor in employee engagement but sometimes it decreases productivity. The company needs to create the strategy with measurable goals, permanent measurement of achievements, feedback and support system. Clear expectations and boundaries help to provide specific tasks and freedom at work promotes innovation and fruitful activity.

Autonomy brings self-governance that is important for most companies to save managers’ time and create a culture of responsible employees that are passionate to reach goals. These workers are willing to take risks, try new approaches and to expand boundaries. Freedom makes staff smarter because they generate their own solutions to improve results and look for ways to do their best.

Accountability allows summing up results, discussing failures and overcoming challenges. It refines learning culture and development as well. If the team or employee is struggling, other teams or team members may share their knowledge and experience to collaborate and use synergy to achieve business results.

The flat hierarchy includes both autonomy and accountability and allows employees to feel valuable, use their expertise and perform tasks in a way that is suitable for them. This culture motivates to make decisions, solve problems and be more effective.

Ownership of ideas prevents procrastination, makes your talents proactive and self-confident. That’s why you have to motivate employees to act autonomously, support their suggestions and give resources for experimentations and unique approaches. Creativity helps to meet high clients’ demands and preferences for new stuff and services.

Hold your team accountable

Openly discuss accountability and ask the employees how they like to be held accountable. You can create relevant for them instruction and informal monitoring.

Use analytics to sum up achievements and adjust a process. You need to balance alignment and control. In dynamic business environments, where the work is undertaken by small and agile teams, we have to empower autonomous work to guarantee that coordination happens without control. For example, Swedish company Spotify has 2000 workers that are organized in small autonomous teams. They use agile principles to perform without strict monitoring. They made teams up to 8 employees that are responsible for one aspect of the product. Each team has an authority and freedom. These groups cooperate with each other to support specific competencies, provide coaching and learning.

Promote autonomy

Autonomy refreshes the work and atmosphere, brings employee satisfaction and better performance. To improve autonomy, experts advise to perceive mistakes as part of work and solve critical issues, develop ways to decrease mistakes. If the company wants to grow, it’s important to attract initiative employees. Sometimes, mistakes help to improve the whole process and adjust things to work better.

Hire autonomous employees that are able to manage their work on their own, plan their time, meet deadlines and are interested in projects. Autonomy allows staff to feel as a part of the process and motivates to contribute.

Researches showed that when employees feel trust, they perform better. It helps workers to believe in themselves and achieve greater results. Also, it is important to leave a choice for them to develop their skills. You may set clear expectations and boundaries, and let them feel comfortable make a decision.

Good relationships and communicating with the employees will help you to know about the tools or resources that they need. Try to equip them fast to move on.

The study proved that unmotivated employees are worth up to 600 billion each year in the USA. Autonomy is an important factor in employee engagement but sometimes it decreases productivity. The company needs to create the strategy with measurable goals, permanent measurement of achievements, feedback and support system. Clear expectations and boundaries help to provide specific tasks and freedom at work promotes innovation and fruitful activity.

In dynamic business environments, where the work is undertaken by small and agile teams, we have to empower autonomous work to guarantee that coordination happens without control. For example, Swedish company Spotify has 2000 workers that are organized in small autonomous teams. They use agile principles to perform without strict monitoring. They made teams up to 8 employees that are responsible for one aspect of the product. Each team has an authority and freedom. These groups cooperate with each other to support specific competencies, provide coaching and learning.

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