Independence

Introduction

Independence. Autonomy. Self-Determination.

Depending on the context, the concept of independence can provoke A LOT of different thoughts and feelings. The dynamic situation that the pandemic has presented to organizations has motivated us to think about what independence in the workplace looks like and means to us, especially as it relates to autonomy.

We briefly explored the topic of independence within the workplace and what environment and behavior modifications YOU can make to increase it. As you delve deeper into this topic and learning, we hope some of our Consulting Concepts will encourage you to consider: What does independence mean to you? How important is autonomy in the workplace? How does this relate to the organization you work for or the team you manage? We hope these inquiries encourage reflection on your own workplace.

+ How employees can increase autonomy at work

+ how employers, supervisors or managers can increase autonomy at work

+ How much Independence is too much?

How to Increase Autonomy at Work

Research suggests that Independence in the workplace, or rather work autonomy is a predictor of happiness at work and overall job satisfaction. Job autonomy can set the occasion for many ideal work behaviors and has been described as a critical antecedent to optimal work outcomes and job performance. We have compiled a list of some of the behaviors that you can engage in to increase job autonomy in your workplace.

As an Individual Employee:

🕑 Manage time effectively – Estimate and track the time it takes to complete tasks. This can help you to plan ahead, arrange your schedule, and assist with timely arrival for shifts, meetings, submission of documentation, and completion of larger tasks and projects. It can help you to identify a work pace that is sustainable for you to demonstrate consistency in job performance.

📅 Take time to organize your environment – Keep track of work schedules, events, meetings, important dates, digital files, paperwork, policies, uniforms, supplies, name tags, badges, key cards, passwords, etc. so that you do not have to constantly rely on others to support you. Regularly schedule small amounts of time to organize not only any work related materials but also the space where you work – regardless of whether it’s a car, a desk, a kitchen, a register, a computer screen, or your bedroom, maintaining a work space free of clutter with easy access to needed work materials can increase overall efficiency.

💡 Practice problem solving – Learn how to look for answers to work related questions on your own and attempt to troubleshoot issues that arise before seeking support. There are some work issues that can probably be resolved with a quick internet search or a reference to an employee handbook. For other issues, proposing potential solutions and seeking input on a course of action is more appropriate. Even if your proposed solution is rejected, the fact that you were attempting to resolve issues instead of expecting others to fix them will produce benefits in the long-term.

📰 Demonstrate reliability – Make sure that your actions align with your words. Do what you say that you will do, be where you said you would be, provide information that is accurate and truthful and others will see that they can depend on you and trust you.

❓ Take initiative – Identify what needs to be done and start doing it without being told; engage in proactive actions instead of reactive ones.

📖 Keep learning – Continue to educate yourself in areas related to your work & engage in activities to continue developing your professional skills.

✔ Accept responsibility – Be willing to take ownership of your job performance and the consequences that result from it, whether they are favorable or aversive.

An an Employer, Supervisor, or Manager:

✔ Communicate clear expectations for job performance

✔ Give specific and detailed feedback on job performance frequently

✔ Provide opportunities for choice and input as often as possible

✔ Acknowledge employee perspectives

✔ Provide tools and resources

✔ Encourage personal responsibility

✔ Focus on results and avoid getting caught up in the day-to-day

✔ Use objective, data based measures of performance and share them with employees and team members

How much Indepedence is too much?

Nowadays, we hear independence and autonomy used interchangeably, especially when discussing employment in the workplace and different approaches to management styles. Up above, you can review the various ways in which both employees and employers can increase their levels of job autonomy and self-determination, but what happens when you give an employee too much independence? On the contrary, what happens if you fail to give them enough? How much is enough? Before we share our own deductions, we’ve gathered the resources below to encourage personal reflection on your own experiences. Share your thoughts with us on Facebook, and stay tuned for our next post!