Autonomy at work: do, have it done, then let it happen

Workplace autonomy is a cornerstone of the modern professional environment. It refers to the ability of employees to make decisions, manage their own tasks, and take responsibility for their actions. The principle is simple: people are more motivated and productive when they are actively involved in managing their professional responsibilities.

The importance of autonomy in business cannot be overstated. It directly influences motivation, creativity, productivity, and employee well-being. By allowing individuals to take initiative and solve problems independently, companies foster a more fulfilling and efficient work environment.

Autonomy strengthens employees’ sense of belonging, boosts engagement, and helps retain talent. It not only benefits individuals but also drives organizational growth and innovation. In short, autonomy is key to creating a vibrant, high-performing company culture.

Step 1: Do

The first step of the method is “Do.” Here, the focus is on the leader’s role in leading by example. Managers must demonstrate commitment, competence, and professionalism to inspire their teams, especially newcomers.

By practicing what they preach, leaders set a standard of quality and effort that employees are likely to follow. This includes not just carrying out tasks and making decisions but also embodying values such as integrity, effective communication, and collaboration.

By showing the way, leaders create an environment that encourages learning and continuous improvement, laying the foundation for greater autonomy. This step is essential before delegating tasks and gradually granting more independence.

Step 2: Have it done

The second step, “Have it done,” emphasizes supervision and delegation. Here, managers assign tasks while taking a step back, ensuring employees understand the purpose behind their work.

When employees see meaning in their missions, they better understand the stakes and objectives, make informed decisions, and align their actions with the company’s goals.

This stage relies on mutual trust and open communication. Managers should delegate tasks based on each person’s strengths while remaining available to provide guidance. Coordinating team members’ actions avoids duplication and ensures collective objectives are achieved harmoniously.

“Have it done” is more than task distribution — it’s about creating synergy within the team to generate positive outcomes. It fosters autonomy while maintaining cohesion across the organization.

Step 3: Let it happen

The final step is “Let it happen.” Here, managers place full trust in their employees, encouraging them to take initiatives independently. They have the freedom to choose their methods, explore new ideas, and innovate without constant oversight.

This act of trust builds a culture where employees feel valued and responsible for their results. They become more invested, more creative, and more willing to find solutions to challenges. “Let it happen” unlocks creative potential and individual expertise, which can lead to process improvements, higher quality work, and even breakthrough innovation.

However, balance is key. Autonomy doesn’t mean absence of support. Employees must know they can rely on their managers when challenges arise. With the right level of trust, communication, and backup, this stage of “letting go” becomes a true pillar of autonomy, enabling both individual fulfillment and organizational effectiveness.