Re-design roles for autonomy
Employees get frustrated by micromanagement, as it limits their potential and outcomes. Granting autonomy does the opposite. It gives individuals and teams control over decisions in their domain, which builds motivation and empowerment as workers feel more involved in the work they do. Of course, accountability and coordination remain essential. However, managers should find ways to re-design roles to maximize autonomy. For example, you could enable groups to self-govern based on guidelines rather than top-down commands. Alongside driving engagement, greater autonomy contributes to higher performance, job satisfaction, and commitment.
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Employees get frustrated by micromanagement, as it limits their potential and outcomes. Granting autonomy does the opposite. It gives individuals and teams control over decisions in their domain, which builds motivation and empowerment as workers feel more involved in the work they do. Of course, accountability and coordination remain essential. However, managers should find ways to re-design roles to maximize autonomy. For example, you could enable groups to self-govern based on guidelines rather than top-down commands. Alongside driving engagement, greater autonomy contributes to higher performance, job satisfaction, and commitment.