Personal Freedom at Work

In any organisation, a great work culture is essential for its success, as it has a significant impact on the overall performance of employees and the company as a whole. While most organisations do provide a lot of things, as a part of their work culture, one of the most interesting parts is how much personal freedom the staff is given. Something that will significantly impact the work culture and eventually the overall productivity is the amount of personal freedom the employees get.

Most often employees exhibit greater job satisfaction and higher levels of engagement when they are given the freedom to work in a way that suits them best. It could increase their morale and loyalty, leading to a more positive and productive work culture. When employees have the flexibility to manage their own time and prioritise their work, they can feel trusted and valued, which can lead to increased motivation and productivity.

Sometimes there can even be negative impacts of personal freedom on work culture. If employees are given too much autonomy without clear guidelines and expectations, it can lead to confusion and disorganisation. So there of course has to be a clear balance. Personal freedom at work is not about doing whatever you want, but about having more control over your work and being able to make meaningful contributions to your organisation.

Employees can discuss their goals with their manager and what they want to achieve in their roles. If they are clear about the tasks they enjoy doing and those that they find less fulfilling, it will help get them to take away the best from their freedom at work. If they can ask for more autonomy in the areas they enjoy and see if there is a way to delegate or reduce the tasks that they don’t like, they can utilise their time at work more efficiently and effectively.

It’s best to not wait for their manager to permit them to take on more responsibility or to try new things. Looking for opportunities to take the lead on projects, suggest new ideas, and take ownership of their work will always work in their favour.

If we can make a list of the tasks and prioritise them based on their importance and urgency, thereby focusing on the most important tasks. Setting boundaries at work to prevent burnout and maintaining a healthy work-life balance is also key. Leaving work on time, not checking your work email outside of work hours unless in emergencies, or taking breaks throughout the day can also be part of your experience of freedom at work.

If you can look for ways to improve your skills and knowledge, network with colleagues, and take on new challenges that align with your goals, you could probably best utilise your freedom at work in enhancing the overall work culture of the organisation. It’s the employees that make the work culture of any organisation eventually.

Freedom at work can help in building a positive work culture which helps in retaining employees, makes them feel valued, respected, and happy, and eventually leads to a decrease in employee turnover rates.

With increased productivity, better communication, cooperation, and support between team members, the outcomes are only better for the organisation.  Personal freedom at work also helps in attracting top talent and builds a great reputation for the organisation.

The views and opinions published here belong to the author and do not necessarily reflect the views and opinions of the publisher.

Praveen Nagda
Praveen Nagda is the CEO of Peregrine Public Relations, a full-service corporate communications and public relations consultancy firm delivering a pan-India reach to its clients. He also heads White Coffee, an independent events & celebrity engagement company.

Praveen has been closely associated with many national and international events related to cinema for children, art and culture. He has a well-rounded experience that cuts across all key sectors of PR & Corporate Communications.

He started his career with URJA Communications, an advertising agency specialising in technology brands, where he was instrumental in developing the PR division. Post this, he had a stint with Horizons Porter Novelli, a global public relations consultancy. Thereafter, he was heading the IT & Telecom division at Clea PR, a leading Indian public relations and communications company followed by a fairly long stint with Omnicom Group agencies viz. TBWA\India and Brodeur India.

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