Employees and teams know they will be held accountable, and they know where the guardrails are. They establish transparent boundary conditions and clear expectations. At their best, companies realize that not everything is easily measurable, or should be measured, and that constant temperature taking and micromanagement are inefficient and demoralizing. It has to put the strategy into practice with measurable objectives, consistent measurement of progress toward those goals, feedback systems to monitor activities along the way, and appropriate consequences for reaching or failing to reach the goals. A company has to establish a strategy and a purpose that provide context for employees’ actions. An essential counterweight to autonomy is strict accountability for results, and for the actions and behaviors that deliver those results. To find the right balance, you have to wrestle with three challenges:īalancing autonomy and accountability. On the other, unchecked autonomy can lead to ambiguity and inefficiencies, even organizational chaos. On the one hand, it spurs creativity and involvement. How can anyone feel engaged, let alone inspired, if she feels that some supervisor is always looking over her shoulder? But autonomy is a double-edged sword. Autonomy may be the single most important element for creating engagement in a company.
0 Comments
Leave a Reply. |
Details
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |