Importance of autonomy at work for corporate learning
Posted: Mon Dec 23, 2024 9:26 am
Offering employees autonomy at work is a choice that can benefit the company and its professionals in several ways — including positively impacting corporate learning.
What you will see in this article:
What does it mean to have autonomy at work?
The relevance of employee autonomy in Corporate Learning
How should autonomy be exercised in the workplace? Incentive strategies
What does it mean to have autonomy at work?
The idea of having autonomy at work is a concept that has been gaining more and more notoriety, especially with some companies implementing more horizontal management models, including adopting self-managed teams .
Guide to increasing your employees' productivity
With the right strategies, it is possible to c-level executives email list employee productivity and, consequently, improve your company's performance and competitiveness !
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But, in general, offering employees autonomy means allowing them to have more freedom and flexibility at work, to a greater or lesser extent. Some organizations provide situations such as home office or a more “flexible” workday — generally focusing more on employee deliverables than on meeting a schedule or being physically present at the company.
Other leaders already allow employees to have greater independence in relation to their tasks, organizing them and defining strategies without much interference. This way, professionals have more freedom — and responsibility — in their roles.
How important is autonomy at work?
To a greater or lesser extent, it is important to offer employees a certain degree of autonomy. Some leaders tend to adopt a micromanagement stance , creating a dynamic of insecurity, frustration and even wasting talent on the team with this type of management.
While offering employees more freedom and flexibility is a choice that goes in the opposite direction: it allows professionals to develop their skills, self-confidence, sense of responsibility and demonstrate their competences on a daily basis. Furthermore, not forcing managers to monitor each task of their subordinates allows leaders to focus on more strategic or human issues in the sector they manage, optimizing their time and efforts.
What you will see in this article:
What does it mean to have autonomy at work?
The relevance of employee autonomy in Corporate Learning
How should autonomy be exercised in the workplace? Incentive strategies
What does it mean to have autonomy at work?
The idea of having autonomy at work is a concept that has been gaining more and more notoriety, especially with some companies implementing more horizontal management models, including adopting self-managed teams .
Guide to increasing your employees' productivity
With the right strategies, it is possible to c-level executives email list employee productivity and, consequently, improve your company's performance and competitiveness !
Name*
Name *
Corporate email*
Corporate email *
What do you intend to improve in your company's training?*
Select
I want to receive the material
should_not_change
* By filling out the form you agree to our website's privacy policies
But, in general, offering employees autonomy means allowing them to have more freedom and flexibility at work, to a greater or lesser extent. Some organizations provide situations such as home office or a more “flexible” workday — generally focusing more on employee deliverables than on meeting a schedule or being physically present at the company.
Other leaders already allow employees to have greater independence in relation to their tasks, organizing them and defining strategies without much interference. This way, professionals have more freedom — and responsibility — in their roles.
How important is autonomy at work?
To a greater or lesser extent, it is important to offer employees a certain degree of autonomy. Some leaders tend to adopt a micromanagement stance , creating a dynamic of insecurity, frustration and even wasting talent on the team with this type of management.
While offering employees more freedom and flexibility is a choice that goes in the opposite direction: it allows professionals to develop their skills, self-confidence, sense of responsibility and demonstrate their competences on a daily basis. Furthermore, not forcing managers to monitor each task of their subordinates allows leaders to focus on more strategic or human issues in the sector they manage, optimizing their time and efforts.