Earlier today, Customer Success Team Member Juliana Withers hosted Truvelop’s User Community Lunch and Learn about Encouraging Team Member Autonomy. Each month, Juliana meets with our users and discusses current best practices and how Managers can implement these strategies with their teams. In this session, Juliana outlined the importance of autonomy, what facilitating autonomy looks like in action, facilitated a discussion with our users about how they build autonomy, and finally, took our users through our newest Knowledge Center addition, the Employee Resource Center.
Autonomy Contributes to Intrinsic Motivation
Autonomy is a sense of control over one’s actions and experiences. No one likes to feel like they are just going through the motions and that their actions don’t matter. People want purpose and want to feel like their actions matter and are contributing to their success. When people feel like they have a say, can make their own decisions, and that their actions are directly related to the outcome, they stay more motivated and engaged. There is a greater sense of purpose and self-investment in what they are setting out to achieve.
In order for our organizations to leverage internal talent, they need to have talent that is capable of taking on more senior responsibility. When we micromanage someone, we aren’t giving them the opportunity to learn and grow. Instead, we are stunting their growth. If someone has low autonomy, they will also have low competence. Someone who has gotten into the habit of relying on others to check their work is not somebody we want in a senior role. Instead, we want someone who is comfortable taking initiative, sharing their ideas and perspectives, taking responsibility for their actions and finding creative and efficient solutions, someone who shows up with personal investment in their actions because they know that they have control over their outcomes.
Autonomy in Action
In the discussion portion of the Lunch and Learn, our users exchanged ideas on different ways they build and support autonomy. It came down to how we communicate and how we model the behaviors we want to see from our Team Members. Whether it is accountability, ownership, flexibility, listening, or support, it is essential that Managers practice what they preach.
We also discussed the importance of a growth mindset and how, as Managers, we can support and model that idea. Mistakes are going to happen and that's okay, but it is important that we look at the incident with growth mindset, identify the learning takeaway, and check back in to see if the Team Member implemented the necessary change. When we view our challenges as learning opportunities rather than obstacles, we are giving our Team Members the perspective necessary to feel confident in their performance and have a strong sense of autonomy.
Employee Resource Center
Team Members don't have to rely on Managers to take control of their development. With our Employee Resource Center, Team Members now have a variety of tools and resources that help them to plan for success and map out their career goals and aspirations.
Giving our Team Members the tools to be successful is what Truvelop is all about. Contact us today to learn more about our modern approach to performance management and development that actually improves the manager and employee relationship. Don’t just take our word for it, see what our Customers have to say.