One of the skills required for an organization’s operation is the ability to foster a horizontal atmosphere in the workplace. As a result, organizations must engage people with an autonomous mindset. Autonomy is the ability to manage one’s own time within one’s own restrictions. Horizontal culture is built on trust, specifically trusting people to govern themselves in the best interests of others and the business.
“Releasing control unlocks human potential and creativity.”
Autonomy is a fundamental ideal that we all strive for and put into practice. Let’s look at self-managing practices in autonomy.
Self-Managing
Organizational constraints should influence how autonomy manifests in everyone’s environment. It implies that an authority entity should not decide when or where everyone should work. Workers should create and improve a system that serves both the organization and them.
There are three fundamental guiding concepts for trusting your colleagues.
- The organization First comes the struggle between personal preferences and what is best for the organization. The needs of the organization should come first.
For example, a night owl in a team should not be excused from attending the daily meeting at 9 a.m.
- Recognize Challenging conduct: For autonomy to function, everyone must govern their own conduct.
For example, avoid monitoring social media updates multiple times per day.
- Share your limits. Clearly defined boundaries are important to the success of autonomy
For Example, A team member who prefers to work at weekends should not expect the rest of the team to reply swiftly to his inquiries throughout the weekend.
The more autonomy a business permits, the more responsibility it places on employees to consider how they need to perform to accomplish the organization’s goals while being true to their personal productivity profiles.
