Once upon a time, I worked at a wildly successful company. It was deeply science-based so that I could geek out on the awesomeness of its tech. It was a dominant market leader because it took calculated risks. It was expertly managed. It was autonomous.
One day, while in transit from visiting my son, who was studying abroad in Dessau, Germany, I got the news. We were being bought out by a former competitor whose lunch we ate. At that very moment, I felt doomed. I wasn’t sure why.
But I was trapped. Who walks away from a great company, which compensates you well, with an easy commute and great people? Well, not me at the time, at least not yet.
Soon after that, I read the book “Drive” by Daniel Pink. In my position, I reported to many people, including a dotted line relationship with the C.F.O, one of the best motivators I’ve ever had the pleasure to work with. In the book I made a note; “my advice to Bob H.: ‘Autonomy.’”
You see, I felt that the bureaucracy of our new owner would quash the creative powerhouse we had built. We would become a commodity producer of costly, complicated equipment. Little did I know that it would be my position and role whose autonomy would be taken, forcing my hand, and bringing me here. In retrospect, it was one of the best things to happen to me because I get to do this every Tuesday and a whole host of other highly autonomous activities.
Autonomy is individualism. The “rugged individualism” of the American Ethos really ties back to Natural Law, which the U.S. was founded upon. The natural state of a human is to be free. Autonomy is freedom. We are most motivated when we are autonomous.
There are four essentials of Autonomy; Task, Time, Technique, Team.
Autonomy over Task means that what we do is self-directed. Companies who have experimented with advanced motivational structures such as R.O.W.E. (Results Oriented Work Environment) have found that creative output is maximized when employees are given room to explore. In 1948, 3M gave employees 15 percent of their time to work on their chosen projects. It is from this cauldron of creativity that Post-its emerged.
Autonomy over Time means we get to decide when we do something. Have you ever wondered why lawyers are so miserable? At the heart of the legal profession is one of the most soul-crushing of anti-motivational institutions; the billable hour. Lawyers are bound to the billable hour, heart, and soul. It’s a difficult life. Fortunately, they are compensated well.
Autonomy over Technique means we get to decide how we do something. Call centers around the world have incredibly high turnover rates, 100% every year or higher. Call center activity is generally strictly controlled with scripts and procedures. Some companies, like Zappos, the shoe manufacturer, give their call center employees wide latitude in Technique; no scripts, no monitoring, no time constraints. The results; rock bottom turnover, maximum customer satisfaction.
Autonomy over Team means we get to decide who we work with. This is not an easy task for many. You get what you are given, generally speaking. However, it is one reason why people are drawn to entrepreneurship. Some companies have advanced Team Autonomy, regardless. For example, at Whole Foods team members are not hired by management but by fellow employees. After a thirty-day trial period, team members vote on whether the new candidate should be offered a permanent position.
At the end of my story (or the beginning, really) I left my former employer. All four dimensions of autonomy were slowly eroded from my role. Only now, when I reread the wisdom of Daniel Pink does it become clear to me; Autonomy is a monumentally important motivator.
Next week we will cover a second area of the new motivation; MASTERY.
Be well, dear reader.
