{"id":5864,"date":"2021-08-25T21:08:25","date_gmt":"2021-08-25T21:08:25","guid":{"rendered":"https:\/\/35.87.244.147\/?p=5864"},"modified":"2021-08-25T22:17:36","modified_gmt":"2021-08-25T22:17:36","slug":"4-ways-to-encourage-employee-independence","status":"publish","type":"post","link":"https:\/\/www.snpnet.com\/4-ways-to-encourage-employee-independence\/","title":{"rendered":"4 Ways To Encourage Employee Independence"},"content":{"rendered":"<h2><strong>4 Ways to encourage employee independence<\/strong><\/h2>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter wp-image-5936 size-full\" src=\"https:\/\/snpnet.com\/wp-content\/uploads\/2021\/08\/employee-independence-web.jpg\" alt=\"Employee Independence - 4 Ways to encourage it in the workplace\" width=\"1981\" height=\"1321\" srcset=\"https:\/\/www.snpnet.com\/wp-content\/uploads\/2021\/08\/employee-independence-web.jpg 1981w, https:\/\/www.snpnet.com\/wp-content\/uploads\/2021\/08\/employee-independence-web-300x200.jpg 300w, https:\/\/www.snpnet.com\/wp-content\/uploads\/2021\/08\/employee-independence-web-1024x683.jpg 1024w, https:\/\/www.snpnet.com\/wp-content\/uploads\/2021\/08\/employee-independence-web-768x512.jpg 768w, https:\/\/www.snpnet.com\/wp-content\/uploads\/2021\/08\/employee-independence-web-1536x1024.jpg 1536w\" sizes=\"(max-width: 1981px) 100vw, 1981px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">We all love independence. It\u2019s something we strive to have, a word we hope people describe us as, and a synonym of freedom, personal choice, and power. But, <\/span><a href=\"https:\/\/snpnet.com\/the-dependence-of-independence\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">being independent, comes with a lot of dependencies<\/span><\/a><span style=\"font-weight: 400;\"> (our Co-Founder <a href=\"https:\/\/www.linkedin.com\/in\/rennvara\/\" target=\"_blank\" rel=\"noopener\">Renn<\/a> has some thoughts on that). To be truly independent, we have to find equilibrium with our dependencies. But what does that look like in the workplace? How do we, as leaders, encourage employee independence?<\/span><\/p>\n<p><strong>Whether you\u2019re a team lead, manager, VP, C-Level Executive, or founder &#8211; here are some ideas to create independence for your employees:\u00a0\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<h2><strong>1- Set expectations<\/strong><\/h2>\n<p>People always say honesty is the best policy. And it is. But what is honesty without clarity?<\/p>\n<p><span style=\"font-weight: 400;\">When it comes to managing a team and encouraging employee independence, being honest AND clear about your expectations is key.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h4>So what are expectations?<\/h4>\n<p><span style=\"font-weight: 400;\">They\u2019re strong beliefs that something will or should happen. At work they\u2019re the assumptions we make about how someone works, how something should function, etc. For example, as a manager, you probably expect your team to hit their deadlines. If they can\u2019t hit those deadlines, you expect them to tell you right away.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But you\u2019ve\u00a0 likely had to chase someone down to get a status update on project, right Where does that miscommunication happen? It\u2019s in verbalizing those expectations.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><strong>So make a list of your own expectations for your team<\/strong>. You could list them out per group, per project, even per role.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<h4>Here are some examples:<\/h4>\n<ul>\n<li><span style=\"font-weight: 400;\"><strong>Of my team &#8211;<\/strong>\u00a0 I expect them to respond to customer emails in a 24 hour window.<br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\"><strong>For ABC project<\/strong> &#8211; I expect each contributor to bring a progress report to each meeting<br \/>\n<\/span><\/li>\n<li><span style=\"font-weight: 400;\"><strong>From my program manager<\/strong> &#8211; I expect an organized project dashboard that\u2019s updated daily and a weekly status update email to the team.<\/span><\/li>\n<\/ul>\n<h4><\/h4>\n<h4>How do expectations tie into independence? <span style=\"font-weight: 400;\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">If you and your team are clear on expectations, you don\u2019t need to worry about a task getting done or an email getting answered. Sure, there may be some growing pains where you need to course correct, remind, even give hard feedback, but the guidelines are clear. Everyone has their marching orders and knows the metric they are being measured to.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But it\u2019s a two-way street, they\u2019ll also have expectations of you. Maybe it\u2019s being accessible. Maybe it\u2019s for mentorship. Start the conversation and gain more clarity together.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><strong>WARNING:<\/strong> A side effect of mutually living up to expectations is building trust.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2><strong>2- Build trust<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">For your team to be independent, you have to trust them, and in turn, they have to trust you.<br \/>\n<\/span><\/p>\n<p>&nbsp;<\/p>\n<h4>How do we build trust in the workplace?<\/h4>\n<p><span style=\"font-weight: 400;\">The book, <\/span><a href=\"https:\/\/trustedadvisor.com\/books\/the-trusted-advisor\"><span style=\"font-weight: 400;\">The Trusted Advisor<\/span><\/a><span style=\"font-weight: 400;\"> breaks down trust into four components:\u00a0<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Credibility<\/strong> &#8211; your expertise and credentials<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Reliability<\/strong> &#8211; your follow through<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Intimacy<\/strong> &#8211; your ability to create a sense of safety and security<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Self-Orientation<\/strong> &#8211; your focus on others versus yourself<\/span><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<h4><span style=\"font-weight: 400;\">What actions can you take to build trust?<\/span><\/h4>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Credibility<\/strong>: Answer questions truthfully. Do your research.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Reliability<\/strong>: Meet deadlines. Be proactive.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Intimacy<\/strong>: Acknowledge mistakes. Share personal and professional stories.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Self-Orientation<\/strong>: Listen more, speak less. Be curious and check your assumptions.<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>These are only a few actions you can take, but you get the idea.\u00a0<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Not only are these good starting points for you to build your team\u2019s trust in you, but also to identify where your team may be losing your trust. If they\u2019re not meeting their deadlines, maybe they\u2019re lacking in reliability. Give them that feedback (constructively of course), so they can change and be set up for success when being independent.<br \/>\n<span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Trust is a two way street though. Where are you lacking? And how can you build your team\u2019s trust in you? They\u2019ll feel more comfortable being independent if they know they can count on you.\u00a0<\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Trust also means trusting your team to do the work, so sometimes you\u2019ll need to take a step back.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2><strong>3- Stop micromanaging<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">People feel they\u2019re trusted when they\u2019re given the space to make their own decisions. Don\u2019t be a helicopter boss, quit micromanaging.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<h4>So what is micromanaging and how do you know if you\u2019re doing it?<\/h4>\n<p><span style=\"font-weight: 400;\">Webster defines micromanagement as, \u201cmanage[ment] or control with excessive attention to minor details.\u201d\u00a0<\/span><br \/>\n<span style=\"font-weight: 400;\">If you\u2019re not delegating work, becoming overly involved in the work of your employees, or discouraging independent decision-making you\u2019re probably micromanaging. And thus, stifling independence.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<h4>How do you stop micromanaging?<\/h4>\n<p><span style=\"font-weight: 400;\">Well, you can start by setting expectations. Then start delegating effectively. Really be hands off. Let go of a perfectionist mindset. Accept that your way isn\u2019t the <\/span><i><span style=\"font-weight: 400;\">only<\/span><\/i><span style=\"font-weight: 400;\"> way. And ultimately, hire the right people.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Your team can\u2019t be independent if you\u2019re always looking over their shoulder. With the right training, they should be able to work independently.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2><strong>4- Create a culture<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">Every step builds to this one &#8211; create a culture of independence.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\"><strong>Independence thrives in the expectations you set, the trust you build, and the projects you don\u2019t micromanage.<\/strong>\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To take it to the next level, <strong>include independence in your values, vision, and mission<\/strong>. Clearly state and show how independence plays into the company\u2019s north star.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Use your peers for inspiration. Which companies do you feel have independent employees? What do they do?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Once you have some ideas, it all comes down to the policies you set and how you collectively live them. Don\u2019t waiver.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Make it a conversation. Encourage your team to speak up and share their insights. Give <\/span><a href=\"https:\/\/eepurl.com\/hBpYV1\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">recognition<\/span><\/a><span style=\"font-weight: 400;\"> to those who are modeling independence.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><b>So encourage independence&#8230;<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Because <strong>teams who are free to make their own choices and decisions perform better<\/strong>, are happier, more engaged, and increasingly loyal to their organizations. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">There will come a point when one of your team members doesn\u2019t just want independence but NEEDS independence &#8211; to prevent burnout, to find a creative customer solution, to raise a family, to keep a project running, or you know, to navigate a global pandemic\u2026<\/span><\/p>\n<p>&nbsp;<\/p>\n<h4>Encourage independence and set yourself and your team up for success.<\/h4>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">If you\u2019re looking for more <strong>hands-on help with encouraging employee independence<\/strong>, whether as a leader or as an employee, <strong>check out <a href=\"https:\/\/snpnet.com\/what-we-do\/1-1-coaching\/\" target=\"_blank\" rel=\"noopener\">SNP&#8217;s 1:1 coaching program with Me360<\/a><\/strong>. Being independent doesn\u2019t mean being alone. <\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>4 Ways to encourage employee independence We all love independence. It\u2019s something we strive to have, a word we hope people describe us as, and a synonym of freedom, personal choice, and power. But, being independent, comes with a lot of dependencies (our Co-Founder Renn has some thoughts on that). To be truly independent, we [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":5866,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.5 (Yoast SEO v22.5) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>4 Ways To Encourage Employee Independence | SNP Communications<\/title>\n<meta name=\"description\" content=\"Whether you\u2019re a team lead, manager, VP, C-Level Executive, or founder - here are 4 ideas to encourage employee independence in your team.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.snpnet.com\/4-ways-to-encourage-employee-independence\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"4 Ways To Encourage Employee Independence\" \/>\n<meta property=\"og:description\" content=\"Whether you\u2019re a team lead, manager, VP, C-Level Executive, or founder - 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