Want to learn more about autonomy at work? We have you covered. Check out some of our favorite articles on the subject, covering everything from modern best practices to new technologies and more.
What we learned: Employees are most engaged when their teams come together to determine hybrid work policies - even when compared to having individuals decide for themselves.
Why you should read: Behavioral economist Gleb Tsipursky gives hybrid leaders a few tips on how they can carefully craft employee surveys and evaluate team tasks to reach the perfect balance of freedom and productivity.
What we learned: Even in a hybrid world, employers still have an outdated bias toward in-person workers thanks to ‘productivity paranoia.’
Why you should read: This article highlights the vital shift businesses need to make toward evaluating employees based on the quality of their work, rather than where or how they do it.
What we learned: Micromanagers are suffocating remote employees out of fear of becoming irrelevant in a remote workplace.
Why you should read: Thomas McClung suggests a useful role managers can take on in a hybrid world: Instead of hovering over workers, help them thrive.
What we learned: Digital nomads get to explore our beautiful world as they work on the go, but becoming one takes more planning than you might expect.
Why you should read: Rowena Hennigan shares the deep details to consider before pursuing a nomadic lifestyle, from choosing the right destination to establishing a reliable workspace and beyond.
What we learned: The metaverse is already changing the game for remote workers by improving work-life balance and allowing more spontaneous collaborations.
Why you should read: We Work Remotely takes on the potential of the metaverse and how it can combine the benefits of the office with the freedom of remote work.
What we learned: A step up from work-life balance, work-life freedom is when employees choose jobs based on what will promote their lives and lifestyle.
Why you should read: Businesses can attract more talent if they meet the personal needs of potential employees, which this article says can come in the form of creating a sense of purpose, encouraging boundaries, and more.