Increase Empowerment & Enable High Autonomy
Strictly speaking this page is about enabling high levels of autonomy. However, increasing empowerment, whilst not strictly the ideal goal, is often what people refer to when actually striving for high performance via high autonomy.
Our VFS 4A Framework describes how high autonomy needs to be matched with excellent alignment, ability and accountability.
1. Set clear boundaries and expectations
Many employers hesitate to empower their workplace because it can seem like giving employees free rein to do whatever they want. To prevent this, make sure to clearly define a scope of responsibility, boundaries and the desired outcome your employees need to be focussing on.
2. Ensure employees have proper resources
The most skilled and able people still nee the right tools. Provide your employees with access to the appropriate resources whenever they need it.
3. Be flexible
Now that work is flowing to the right people and ground rules are in place, you can begin cultivating a more relaxed, casual workplace. If an employee needs to work from home or requires a more flexible schedule, work with them to accommodate those needs. This helps your employees feel that you value their lives outside work more than you value nitpicking the rules.
4. Focus on the end results, not the process
Nothing kills employee empowerment and autonomy quite like micromanaging. You’ve already set the guidelines—let your employees choose how to work within them. This will enable employees to work in a way that’s ideal for the individual rather than following an impersonal process. The finished product is more important than the steps it took to make it.
5. Be open to input and innovation
Once your employees are given freedom to explore their work, you might be surprised by the insight they gain. Encourage employees to be open with their ideas about problem-solving methods, processes, and solutions. You’ll find that their innovation and creativity is directly informed by their unique “ground-level” perspective.
6. Provide cross-training and learning opportunities
People want to feel like they’re moving forward in their careers. Encourage your employees to branch out and take an active interest in other departments. This enables employees to develop and hone their skills—and gives you multifaceted team members who are eager to utilise their talents in their work.
7. Give feedback and recognise excellence
Don’t be shy about recognition. If you show your sincere appreciation for ABCs (above-and-beyond contributions), your employees will repay you by repeating or even improving their performance. They’ll also feel empowered because they were rewarded for achievements they accomplished without heavy supervision.
8. Be consistent
Empowerment / autonomy is not a reward an employer can give or take away on a whim. Whilst small adjustments are okay, your employees won’t feel truly empowered if they know their autonomy might be revoked at any moment. And while exceptional performance should be rewarded, every employee should enjoy the same basic privileges to maintain a sense of unity and inclusivity in your workplace.
Remember, just like Rome, an empowered workforce is not built in a day. It takes time and trust, from both sides, to really solidify a self-sustainable, self organising team. It will take a little faith, but small actions will lead to big rewards.
Show your team that you value their insights, that you trust their abilities, and that you’re willing to repay their hard work. In response, your employees will take pride in a job exceptionally well done.