Steps to Enabling Autonomy in Hybrid Work

Establish principles, not policies. Hybrid strategies containing policy-driven mandates on where and when to work are likely to be rejected by employees based on their inherent restriction to autonomy.
Invest in competence and relatedness. Competence refers to an individual’s ability to complete their tasks through mastery of relevant skills. Relatedness refers to our sense of belonging and social cohesiveness with others.
Give employees the tools they need to work autonomously from anywhere. A specific location is simply no longer a prerequisite to working effectively or building a company culture: what’s more important is getting the right tools and technologies and using them effectively.

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Why Give Employees Autonomy?

In short, autonomy is an indispensable component of motivation and a key driver of performance and well-being.

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“Flexibility” is now rivaled in prominence only by the novel work model it is so often used to describe: hybrid work. They have taken over the way we speak about the future of work and represent new ways of thinking about the further integration of work and life.

Many diffe...

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The Relationship Between Autonomy and Flexibility

Low autonomy, low flexibility: I am mandated to be in the office full time.
Low autonomy, medium flexibility: I work from both the home and the office, but my organization tells me which days to be in which place.

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