How Employee Autonomy at Work Plays A Vital Role?
As far as buzzwords go, “flexibility" is currently matched in prominence only by the work model it is so frequently used to depict: hybrid work. Together, these words have assumed control over the manner in which we talk about the fate of work and comprise an entire series of better approaches to contemplate the further reconciliation of work and life.
Autonomy At Work, Asset For Employees
Nobody likes to be continuously fussed over working. Having a chief or manager continually investigating your shoulder is baffling. It likewise harms authority trust in the work environment.
That is the reason autonomy at work is so significant.
Independence in the work environment implies giving representatives the opportunity to work such that suits them. With independence at work, representatives get to choose how and when their work ought to be finished.
Work environment independence will appear to be unique relying upon your association. Be that as it may, done accurately, it can help your representatives and more extensive organization culture in additional ways than one.
According to Rajendra Mehta, Group CHRO, Welspun group, “The COVID-19 pandemic fundamentally changed how employees experience and think about their life and work, shifting the relationship between employees and employers. This shift isn’t just about compensation. The pandemic also revitalized a sense of greater purpose and many opted to pursue their passions as their professions, which in many cases were lesser paying alternatives.”
This clearly indicates that the primary driver of the Great Resignation is not compensation but a desire for connection and contribution.
Further, Prem Singh, CHRO, JK Orgnaisation explains, “Great resignation and high attrition for the last few quarters has been the result of combination of several factors ie financial distress people have gone through, significant disruption taking place in market and large number of Gen Z entering job markets, for many of whom these could be their first jobs.”
Eventually this will settle down, in next 2-3 quarters. While financial considerations have become much more prominent now, and likely to be so, however it will not fully outplace the other softer aspects ie sense of belonging, engagement, culture, work life balance, autonomy in jobs, career growth opportunities etc.
Road Ahead
Organizations must realize this – and change, for good, their ways of engaging with resources. Belongingness was, and shall continue to remain an intricate element in driving organization success.
