Let Freedom Ring (Responsibly): 8 Strategies to Empower Employees Without Losing Results

By Janey Wellons 

As fireworks light up the sky this Independence Day, it’s a great time to reflect on freedom in our workplaces too. Two vital concepts that have always been hot topics for leaders are employee autonomy and accountability. Having the ability to work independently is not only sought after by employees; it’s also become somewhat unavoidable with companies adopting remote or hybrid work environments. If you want to have a thriving and successful team where your employees are empowered with autonomy, you must also learn how to hold each employee accountable for their actions. The main issue that leaders have is that there’s not one perfect solution that works for everyone. Each of your team members is different and will require a unique approach. 

There are strategies you can implement with your team to help you find the balance between autonomy and accountability. If you can master this balancing act, you will nurture a workplace culture where your team feels valued and trusted with independence but also understands the importance of meeting KPIs with accountability. These strategies will help you minimize micromanagement, boost employee morale, and most importantly increase productivity in the workplace! 

What is Employee Autonomy and Why is it Important? 

Employee autonomy is when a leader grants a team member the freedom to make decisions, take initiative, and manage their own work. When an employee feels that their leader trusts their abilities and judgement, it increases their creativity, motivation, and job satisfaction. Think of it this way - if you’ve ever been micromanaged you will know exactly what it feels like to have a leader who doesn’t trust you. Maybe they’re closely monitoring your every move, dictating exactly how tasks should be completed, or exerting excessive control over your work. When you think of autonomy, think of the exact opposite of micromanagement. 

The Concept of Accountability 

According to Indeed, “Accountability in the workplace recognizes every employee does their share to contribute to the organization's greater good. Each individual is personally responsible for their behaviors, actions, and performance.” It is amazing when employees take ownership of their work to contribute to the company’s success. As an employee at any level in an organization, you’re responsible for accomplishing goals. Each team member needs to know that their work directly affects the work of those around them. If a team member makes a mistake, doesn’t complete something on time, or goes against company standards, they need to take ownership and action to fix it or make sure that doesn’t happen again.  

8 Strategies to Strike the Perfect Balance  

Have you ever heard of the “trust, but verify” leadership approach? This isn’t about distrust. It’s about smart leadership and it’s extremely relevant to learning how to balance autonomy and accountability. This approach is rooted in the idea of trusting your employees’ capabilities while maintaining oversight to ensure KPIs are met. Applied to employee management, it emphasizes trusting employees’ abilities and judgment but also implementing mechanisms to monitor progress. 

1. Clear Expectations and KPIs 

Set precise goals, roles, and standards. When employees understand what success looks like and how it’s defined, they can work autonomously with confidence. 

2. Encourage Open Communication and Trust  

Foster an environment where team members feel comfortable asking for guidance and sharing challenges. Transparency reduces misunderstandings and builds mutual trust. Especially when you or an employee makes a mistake, take accountability, and use mistakes as lessons learned.  

3. Regular Check-Ins 

Schedule periodic updates or one-on-one meetings to discuss progress, challenges, and next steps. These interactions serve as gentle checkpoints that are also an opportunity to “verify” that your employees are successfully completing tasks. 

4. Use Collaborative Tools and Technology 

Leveraging project management software will allow team members and leaders to view ongoing tasks, deadlines, and milestones. It makes verification seamless and unobtrusive. 

5. Lead by Example  

Walk the talk. If you want your team to be accountable, curious, or proactive, show them what that looks like. Your actions set the tone more than any policy ever will 

6. Solicit Feedback Regularly and Provide Constructive Criticism 

Ask your employees for input during meetings or one-on-one conversations to show that your employees’ opinions matter. On the flipside, (and this is something that should be done privately or one-on-one) offer feedback that is helpful and specific to keep your employees on the right track.  

7. Address Issues  

Tackle misunderstandings or address mistakes you see promptly. Discussing an issue privately is always the most respectful way to approach an employee. An employee is much more likely to tell you about a mistake or problem they discovered or caused if they know they can trust you. 

8. Get to Know Each of Your Employees 

Take time to learn more about your employees. It’s the key to unlocking how to best manage and support them. If you haven’t already, ask each team member one-on-one the following questions and take notes.  

• As your supervisor, how can I best support you? 

• What leadership qualities do you value most? 

• If I need to touch base with you outside of our regular check-in, what is your preferred method of communication? (Phone, Email, Text) 

• How do you learn best or what type of learner are you?  

Each employee is going to require a different approach. But if you are consistently implementing these strategies, you will soon discover the power of balancing autonomy and accountability. Not only will your employees’ creativity and abilities shine, but productivity and motivation will increase. You will foster a workplace with open communication where independence thrives alongside accountability. 

Need more help? Check out additional tips and insights on our blog, website, LinkedIn, or just reach out. TalentRemedy is here to help you build a better hiring process, every step of the way. We support our clients with thoughtful, intentional interview strategies. We help uncover the real experiences and skills that candidates bring to the table, ensuring you make the best hire for both the role and your team. Reach out to us at info@talentremedy.com or 703-362-0175 to explore how we can streamline your recruiting process and help you find the right fit.