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David Wither

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Arming Your Employees To Become More Autonomous


Having a true autonomous workforce is every employer’s dream. Not only does it mean everyone’s doing their job, but they’re doing so in a way that’s not holding anyone else back from doing their best. However, implementing systems like this can be tough (especially in keeping everyone accountable), which is why I’ve compiled a few helpful tips for getting started. Check them out below:

Find The Tools

If your employees are going to work more autonomously, then you’re going to have to arm them with the tools to do so. Not only will this give them the tools they need to work on their own, but collaborate with the rest of the team remotely as well. The flexibility and freedom of a program like this can help increase productivity tenfold, giving them the ability to work whenever they need. However, the hardest part here isn’t necessarily just producing tools for them, but finding the ones that are particularly of use for your business.

In breaking down the tools necessary for your business to thrive, there are a few things you should keep in mind. The first is asking “how much more productive will my team be with this?” For example, as noted by Atlassian, 60 percent or less time spent at work is productive, citing things like unnecessary meetings and emails as causes, which is why so many teams converted to the chat platform Slack.

The second thing to ask is “how much money does it cost versus how much time will it save?” That’s a cursor to the value of the resource; for example, using someone like lawyer Aaron Kelly may be a smart investment upfront to save you costly legal battles down the road. And finally, the third thing you need to ask is “will this be easy to understand?” The education of a product will be what makes it worthwhile to onboard or not.

Once you’ve got a gauge for what cursors you should use to find tools, it’s time to go seek these things out. For some, there might even be a way to replace some parts of your process, such as by participating in a blockchain in trucking alliance to reduce the costs and inefficiencies of shipping. The biggest pain point that you’re going to face is not only finding the perfect tools but figuring out how you’re going to teach them to an entire team.

Come Up With Training Plans Around Them

Training for an entire team can be a pretty difficult task, especially when you consider creating something that future hires are going to be able to grasp. Make no mistake; educational materials are crucial because they not only make someone’s job easier but additionally increase retention. In fact, as noted in a survey cited by Shift Learning, 74 percent of employees stated that they left a job because they weren’t reaching their full potential due to a lack of development opportunities. And if you’re looking to keep your best and brightest around, then it’s imperative you come up with some development tools that are helpful to them.

If you’re looking to compile your training materials in-house, then it’s good to start with walking through every step and asking what key points you need to pull are. Additionally, don’t forget to look through the current training materials that software has provided, as well as if they have any instructional courses free of charge. The goal here is to break things up into chunks, making every step digestible to the reader. Take your time with this, as it could potentially be what gives you the best ability to keep your team on the same page.

Keep Up With Accountability

Finally, once you’ve compiled what learning materials you’re going to need, it’s important to keep a system of accountability in place for your team to follow. According to ClearCompany, 40 percent of employees don’t receive proper training and development end up leaving the company within a year, which is why it’s crucial to have these steps in place not only for you but them as well.

Create a schedule of what training goals you can have for your team, as well as what objectives are necessary to complete them. Additionally, try to make this obtainable, but also at a pace that is optimal for productivity. The overarching mission here is to keep these training modules in a way that will help you grow long-term, having the strongest team for success.

What are some ways that you’ve been able to help your employees gain more autonomy? Comment with your insights below!


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