When considering Team Member autonomy, it is important that managers model the behaviors that they are encouraging our Team Members to adopt. Are they sharing ideas and perspectives when they’re asking for employees to do the same? Are they supporting growth and encouraging team members to learn from their mistakes by practicing a growth mindset in their own work? How are they modeling flexibility and accountability in their day-to-day?
In a past Truvelop User Community Lunch and Learn, the customer success team explores how managers can enable their team members to become more autonomous drivers in their own development. By equipping team members with training opportunities and learning resources, managers can guide growth, show an investment in development, and encourage the team member to explore their own interests. Employees can feel supported and empowered without feeling forced to grow before they’re ready to take on more work.
There is no one right way for managers to enable team member autonomy, but many small actions a leader can take to create a culture that celebrates growth and learning:
- Modeling: Managers can show team members that their organization celebrates growth and learning by sharing their own training interests/opportunities. If a manager has an example of recent learnings or how they’ve adopted a growth mindset to share with their team, then they can model a behavior of that is rewarded and recognized.
- Celebrating Ownership: Positive reinforcement is always a great way to show team members what is valued and what behaviors they should continue to exhibit. By celebrating when an employee is owning their development and seeking out growth opportunities, managers can support and enable team member autonomy.
- Check-In on Feelings of Fulfillment: As employees explore and learn, managers should reflect with the employee on how they can use these new learning takeaways. If employees can enjoy the process of learning, then they will ultimately feel more fulfilled by their role and by the opportunities they have with their organization.
Be sure to watch the Lunch and Learn to here other examples for our managers about how they enable autonomy for themselves and for their teams. Contact us today to learn more about our modern approach to performance management and development and how it solves for retention. Don’t just take our word for it, see what our Customers have to say.
