Editorial
Freedom is a powerful force. We want it, cherish it, even fight for it. Leaders who aim to have an energized and engaged workforce should prioritize freedom. Today’s employees value flexibility and autonomy and seek environments where they can thrive both professionally and personally. Granting freedom in the workplace doesn’t equate to a lack of structure or accountability; it doesn’t mean employees can do whatever they want. Instead, it allows individuals to work in ways that align with their strengths, values and needs. By offering the right kinds of freedom, you can cultivate a culture that fosters higher engagement, well-being and productivity.
Anjuma Goswami Karkera, CEO of the Institute for Building Technology and Safety, sees the potential of a ‘Freedom To’ culture. "By embedding 'Freedom To ...' within its culture, a company unleashes a powerful multiplier effect — amplifying enthusiasm, innovation, ideation and creativity. These become the driving forces behind growth, retention, employee satisfaction and long-term success," she said.
Here are six freedoms to consider:
1. The Freedom to Be Authentically Oneself
This freedom means employees can express their true selves in the workplace without fear of judgment or conformity. Organizations create a culture of authenticity when they foster an inclusive environment that celebrates diverse identities and perspectives. Employees who feel comfortable being themselves are more likely to contribute innovative ideas, collaborate effectively and build strong relationships with colleagues.
To nurture an environment where employees can be their authentic selves, organizations must prioritize inclusivity, open communication and psychological safety. Valuing diversity can involve DEI initiatives, training to recognize and address unconscious bias, and ensuring that all perspectives are respected. Encouraging open communication allows employees to express their ideas and concerns freely, requiring leadership to listen actively and promote transparency. A company that promotes psychological safety makes it possible for employees to take risks and express themselves without fear of judgment. When leaders model vulnerability and authenticity, they reinforce a culture where everyone feels supported and free to contribute fully.
Karkera reflects, “ultimately, my ability to be me creates an atomic-like form of energy that I can deliver to my work environment. That energy and light empower me and the business I serve. The reverse is equally true. Being someone else dims my light and drains the business I serve.”
Ultimately, there’s nothing as fulfilling as being your true self.
Related Article: How Technology Can Help Us Be More Authentic at Work
2. The Freedom to Work as Needed
The freedom to work as needed means employees determine when and how they complete their work, emphasizing flexibility over rigid schedules. This flexibility accommodates individual work styles and personal circumstances and fosters healthier work-life integration and enhances overall performance.
Flexible work schedules, remote options and a results-oriented approach all support this freedom. When employees design their own hours — when possible and provided deadlines and goals are met — people can work during their most productive times. Remote and hybrid options, combined with tools for seamless collaboration, empower employees to choose where and how they work best. Shifting the focus from hours worked to the quality of results emphasizes accountability and autonomy, and allows employees to manage their time and methods in ways that foster engagement and ownership of their work. When output and performance are prioritized over physical presence, the result is a more trusting and flexible work culture.
3. The Freedom to Set Goals and Priorities
This freedom encourages employees to participate in defining their objectives and deciding how to approach their tasks. Employees take ownership of their work, which enhances motivation and creativity while still aligning their efforts with both personal and organizational goals.
As Karkera notes, “Every person needs to feel successful in something. In the work environment, that success is often associated with harnessing their decision authority to create positive, tangible impact.”
Collaborative goal-setting, flexibility in task prioritization and a culture of accountability and support will all promote ownership and autonomy. Involving employees in co-creating their objectives with managers aligns personal goals with the organization's mission while fostering ownership, while regular check-ins ensure goals stay relevant and achievable. Autonomy enables employees to prioritize their tasks and manage their workload according to their personal work style and project needs. By fostering accountability without micromanaging, and providing clear performance metrics and support, employees can pursue their goals with confidence and adjust as necessary to stay on track. Encourage them to seek out additional support when needed and provide a framework for reflecting on progress and refining their goals over time.
Related Article: Your Employees Are Burning Out. Here's How You Can Help
4. The Freedom to Share Ideas and Feedback
When employees feel safe to express their thoughts, suggestions and concerns without fear of judgment or negative repercussions, it encourages open communication. Individuals will contribute their unique perspectives and innovative ideas that enhance team collaboration, problem-solving and overall organizational effectiveness.
To do this, establish regular feedback channels where employees can share their ideas, such as surveys, suggestion boxes, or dedicated platforms and by incorporating feedback into routine one-on-one check-ins and team meetings. Act on feedback whenever possible and communicate outcomes, while providing transparency and alternative solutions when suggestions can't be immediately implemented, to reinforce a culture of trust, transparency and continuous improvement.
5. The Freedom to Prioritize Well-Being
With this freedom, employees have the autonomy and support to care for their physical, mental and emotional health and to focus on their personal sustainability, while managing their job responsibilities. It reduces the risk of burnout and leads to a more productive and resilient workforce.
To help employees prioritize their well-being, start by implementing flexible work schedules, allowing them to adjust their hours to accommodate wellness activities like exercise, meditation or therapy sessions without sacrificing productivity and fostering a balance that supports long-term well-being. Access to good wellness programs and resources can further demonstrate a commitment to holistic health. Additionally, normalizing the use of mental health days and encouraging employees to take their vacation or personal time without stigma fosters a workplace where well-being is prioritized alongside performance, promoting long-term engagement and productivity.
Related Article: With Employee Well-Being, an Ounce of Prevention ...
6. The Freedom to Develop Skills and Pursue Growth
This freedom gives employees the autonomy and resources to explore new skills and advance their professional and personal development. When employees have the freedom to pursue growth, they feel valued and invested in, enhancing their engagement and commitment to the organization.
Access to training programs, online courses, certifications and workshops allows employees to explore new skills relevant to their roles or personal interests. Mentorship and coaching programs can pair employees with experienced professionals who provide guidance, support and feedback, helping them navigate career development pathways and build confidence in their abilities. Collaborating to create personalized career development plans helps them align growth ambitions with the company’s long-term goals, allowing them to pursue promotions, cross-functional projects, or lateral moves in areas that excite them. When employees feel invested in, they are more committed to the company’s success and are more likely to envision a future for themselves within the organization.
Build a Sense of Freedom
How well are you currently fostering freedom in your organization? Once you've assessed your baseline, identify both short- and long-term actions needed to improve your current state, along with mechanisms to test impact and adapt as necessary. Karkera also recommends reflecting on what might prevent you, as a leader, from initiating this concept, saying that leaders should examine why certain changes may seem unachievable or undesirable. She notes that fear of failure or a desire for control can often get in the way of harnessing greater enthusiasm, innovation, ideation and creativity. Inefficient operating models can impose limitations on freedom so organizations sometimes address the “easier” target of control instead of tackling root causes like effectiveness or unclear roles and responsibilities, she continued. If you tend to adopt a more traditional or controlling approach, she suggests seeking mentorship and engaging with your workforce on how to implement these freedoms effectively — you might be surprised that those who desire freedom also want to be held accountable.
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Embracing the concept of freedom in the workplace is not just a nice-to-have; it’s essential for cultivating an engaged and energized workforce. By allowing employees the freedom to be themselves, work in ways that suit their needs, set their own goals, share their ideas, prioritize their well-being, and develop their skills, you can unlock a wealth of potential. When freedom is at the forefront, both individuals and organizations can flourish, paving the way for sustainable success and a vibrant workplace.
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