Home office regime offers more autonomy to professionals

Wheelchair woman working remotely at home

Employees who work at home office declared they feel more autonomy in defining their own goals

This perception of employee autonomy was one of the information verified by the FIA Employee Experience (FEEx) survey, answered by 181,551 employees, from 290 companies, between February and June 2021.

According to the FIA survey data, remote workers, especially among employees in the technology sector, tend to have more autonomy.

Taking into account the sector in which the companies operate, there are differences in perception. The lowest rate was in the banking sector (77.4%) and the highest, in the information technology area (90.1%).

The higher the position of the interviewees, the more they considered themselves self-employed. Director: 97%, manager: 89.9%, supervisor/coordinator: 87.5%.

The surprise came in the fourth position, with the trainees: 85.5%. These mentioned autonomy in their work at a higher rate than employees in the administrative (80.5%), operational/auxiliary (77.5%), and sales (70.6%) areas.

It was also possible to observe a progression in the autonomy index in relation to age, the older the interviewee, the greater was the perception about his/her power to decide, freely, his/her work goals.

The group above 65 years old was the leader (89.6%), followed by 50 to 64 (85.7%), 40 to 49 (82.4%), and 33 to 39 (80.5%). People up to 17 years old showed the rate of 66.2%. There were no significant differences between genders: men (80.3%) and women (80.9%).

Taking advantage of the survey’s theme, we want to make it clear that having more participative policies to define goals can help companies in several aspects, especially in the commitment to achieving these goals.

Adults being treated as grown-ups

“In organizational cultures more aligned with collaboration, protagonism and purpose, autonomy is essential to break away from the command-control logic that cultures more aligned only to goals have,” says Vivian Rio Stella, coordinator of the digital communication committee of Aberje (Brazilian Association of Business Journalism) and professor at Casa do Saber.

If the employee understands his role within the company, he has more chances of achieving the stipulated results.

We can then state that when adults are treated as such, 24-hour control is not necessary for them to become productive.

Even the dialog flows more easily, whether to address the expected results, the problems, or the conflicts.

Man sitting on sofa at home working on laptop.

Freedom creates responsibility

Autonomy is related to a sense of belonging and engagement. The company that offers autonomy shows the employee that they trust him.

If the employee does not have autonomy, they will not be able to have a stronger connection and dedicate themselves more intensely to the company. We know that leadership based on “command and control” inhibits innovation and more relevant contributions.

Giving freedom, however, does not mean that the company will allow everyone to do whatever they want. Giving autonomy means leaving the employee free to act in the best way, because the company trusts their choices and the way they work.

Autonomy-driven environment

To establish an environment with autonomy, it is necessary to offer the employee challenges, projects, and places where they can make relevant contributions, can get involved in discussions and work activities related to the company.

However, managers need to understand that mistakes are part of the process. It is necessary to develop a mindset or culture that is open to error: making mistakes is part of the work routine and generates learning.

The pandemic brought new challenges for companies, especially regarding the employee autonomy, because employees from various areas suddenly had to perform their duties remotely.

For many companies, this was not a problem, especially for those that already had an autonomy policy in place. For these, it was easier and faster to implement the remote work structure.

Companies that did not have autonomy as part of their values had more challenges. Long story short, autonomy made it easier to adapt to the “new normal”. Therefore, just as the remote (or hybrid) model tends to continue, the trust placed in employees also has no turning back.

Managers who already know the benefits and the need to offer autonomy and the option of hybrid work, to their employees, will be surprised with MyHive: a virtual office that ensures freedom and socialization in the work routine.

At MyHive, when a team member needs to take a break or leave, they can select the “away” option. If they are focused on some activity and don’t want to be interrupted, they can select the “busy” option.

You can even, if you prefer, customize your status by writing something that describes the project you are working on (Example: “Working on Project X”).

Test MyHive for free and get to know our concept of rooms, as well as all of our differentiated features: MyHive.Global.