More on Autonomy & Satisfaction

In the previous article, we discussed how autonomy may lead to an increase in satisfaction and productivity in the workforce. There are a lot of logical reasons that this may be the case, but as researchers, you need more scientific proof to make sure that your productivity and satisfaction efforts are worthwhile. Luckily, there are many indications from the scientific community as well that autonomy can lead to satisfaction and productivity.

From PsychCentral : No matter how autonomy is defined, when people feel they have latitude, the results are impressive. Potential benefits include greater employee commitment, better performance, improved productivity and lower turnover.

“Autonomy is especially likely to lead to better productivity when the work is complex or requires more creativity,” said Gagné. Research has shown that autonomy has shown many positive outcomes for employees that can learn to feel and act independently. For some jobs productivity improves, but even for the jobs that do not experience the benefits of improved productivity, most do not experience a loss of productivity and nearly all of them experienced an increase in satisfaction. Autonomy has several benefits for employees that companies can take advantage of.

Yet there is still an issue – how you give autonomy to employees in a way that benefits them. Research has shown that managing independently doesn’t work the same way for everyone. As Gagne writes: “…Different psychological and socio-cultural conditions may play a role in promoting or undermining people’s autonomous motivation and well-being;” Different cultures (and different personalities) experience autonomy in different ways, so there is no “guaranteed’ way to give someone the independence that they need to thrive.

While it’s clear from the research that it is beneficial, each workplace is going to need to find a way to address autonomy differently. What works for one organization may not work for another, just as what works for one person may not work for another.

But as the research indicates, it is still worth your time to try to find ways to give that autonomy to your employees. The more independent they feel – the more they believe that they are their own worker and can thrive on their own – the more confident they are, the more satisfied, and the more productive they can potentially be, provided you can find the right way to give them that independence.