Employees like having the autonomy, resources and support they need to take charge of their job and make decisions. Among other things, empowerment implies giving people tasks and trusting them to make smart choices and be creative to get the best results.

Spreitzer (1995) found that when workers feel strong and supported, they are more involved, motivated and manage to get more work done. This is why on Employee Appreciation Day it’s important for businesses to understand how empowering their employees with autonomy demonstrates your trust and appreciation for them and their contributions. This benefits the individuals’ wellbeing and the organisation's culture.

Employees feel more in control when they are involved in making decisions and are asked their opinion about important issues. It is no small thing when management delegates authority to make choices to an employee. We like it when our opinions are valued and when we are involved in the way things are done, and this is when we are more invested in our work. It is equally important to provide the necessary resources and support so the employee can complete the activity successfully.

Unlike our parents’ generation, employees today are fortunate enough to enjoy easier access to the tools and information they need to be able to perform better. If implemented correctly, this important factor should translate into higher productivity and efficiency in remote-working contexts. Another important part of empowerment is breaking down formal boundaries and building a culture of trust and responsibility. From a leader’s standpoint, allowing workers to make decisions and take responsibility for their work generates a feeling of ownership and pride, which is equally satisfying for the management and the employee. It is important not to neglect the delicate balance between trust and accountability, and holding employees accountable for their performance keeps them dedicated to maintaining standards.

Another important element of empowerment is the need to recognise and celebrate employees’ accomplishments. When they realise that their efforts and contributions are acknowledged and valued, they are inspired to perform at their very best.

The role of autonomy

Related to empowerment is autonomy, and the latter is a direct effect of the former. Autonomy is the degree of freedom and independence employees have to make decisions and manage their work. It should not be difficult to find examples in your professional life when you have been given a task and have been entrusted to complete it. This involves a level of trust between management and the employee, allowing them to take ownership of tasks, use their judgement and make choices that meet both the employee’s professional goals and the organisation’s objectives. Deci and Ryan (2000) highlights the intrinsic motivation of the individual, if workers have the freedom to make choices, they feel more motivated, involved in their tasks and satisfied with their jobs. This benefits them and the company, giving people responsibility, increasing productivity and bringing better results. When workers are allowed to make choices, they also take responsibility for the consequences of those choices. Feeling like they own something inspires people to work harder and try to do better. Teammates are then motivated to go above and beyond when they feel that they have control over their work and that their contributions matter.

Workers who can do their jobs without constant supervision come up with more creative ideas and try new things. This often creates great new answers to existing problems, and being able to think creatively leads to important improvements in processes, as well as in the products we make and the services we provide.

Amabile (1996) found that companies who encourage people to work on their own are more creative and generate new ideas. This helps the organisations stand out from their competitors. Management should be setting clear goals and providing employees with the tools they need to work independently, offering them help and guidance whenever they need it. It doesn’t mean that they are left alone to decide whatever they want, whenever they choose, and be given absolute independence. Finding the right balance between letting workers make their own choices and providing them with the guidance and tools they need is essential. One way this can be done is having regular meetings, giving feedback and keeping communication clear. A real-life example of autonomy can be found in the tech industry, where Google and Atlassian implemented ‘20% time’ policies, allowing employees to spend a portion of their workweek on projects of their choice, even if those projects are not directly related to their primary job responsibilities. This approach, according to Mediratta (2007), resulted in the development of innovative products and features, such as Gmail and Google News.

Wellbeing and work satisfaction are directly linked to autonomy. Let’s think about it: if you were given the freedom to choose how to approach your job, would you not choose to personalise your work to match your abilities and interests, resulting in a more fun and satisfying workplace? This sense of autonomy gives employees satisfaction, and reduces stress and burnout by allowing them to take control of their responsibilities and successfully manage their time. However, it is fair to say that not every employee will immediately feel comfortable with a high level of autonomy, and some employees enjoy some degree of supervision. Depending on their upbringing, level of confidence, personal strengths and limitations, there might be people who may require a more personalised approach, close guidance and help as they gain the confidence and capabilities needed to work more independently. In these circumstances, management can gradually increase the level of autonomy, offering adequate training and resources.

All employees need to feel encouraged to take some risks and be allowed to learn from their mistakes without fearing that they will be held responsible or that they will be reprimanded. In general, freedom is a strong motivator for them. It is important to find the right mix of independence and support so that workers feel confident while also having the help they need to succeed, and when used right, greater autonomy helps create a more lively, creative and ultimately empowered workplace for everyone.