Autonomy at work: A skill that transforms your teams

Maurizio Ridolfi
Jan 13
3 min read

Updated: Jan 14

📋In summary

Professional autonomy represents much more than simply the ability to work alone: it's the art of taking relevant initiatives without waiting to be guided. In a context where SMEs face unexpected absences, activity peaks, or urgent recruitment needs, identifying autonomous individuals becomes a strategic imperative.

This article explores the practical aspects of this behavioral skill and its manifestations in the workplace. You will discover why autonomy is a crucial factor in ensuring your operational continuity.

Imagine the scene. Your office manager goes on sick leave. No one knows where the supplier contracts are filed. The invoices are piling up. The phone rings unanswered.

Does this situation resonate with you? It perfectly illustrates why autonomy is among the most sought-after behavioral skills today.

What is professional autonomy, really?

Autonomy does not mean working in isolation while ignoring the rest of the team. It is a much more subtle skill that combines several dimensions.

An autonomous employee can identify what needs to be done without being asked . They make decisions appropriate to their level of responsibility. They organize their work effectively . And above all, they know when to ask for help and when to act independently .

In other words, autonomy represents the ability to function independently while remaining aligned with the organization's objectives .

The signs that reveal an autonomous profile

Through my work as an administrative and HR consultant, I have learned to recognize the markers of true autonomy.

MR Consulting - Focus and professional autonomy

During a mission in the business aviation sector, I had to quickly integrate into a sales team. Within a few weeks, I developed documented processes that are still used today to train new recruits . This ability to create value without constant supervision characterizes operational autonomy.

More recently, at an international banking institution, I managed all administrative operations with what my management described as a "high degree of autonomy" .

In practical terms, this meant anticipating needs , proposing process improvements and solving problems before they escalate to management.

Why autonomy is becoming critical for SMEs

SME managers don't have time to micromanage their teams. They need employees who can quickly take over , whether it's to:

to replace an unexpected absence without an endless adjustment period
managing a peak in activity without disrupting the entire structure
ensuring business continuity during a growth phase

In a Brussels business school where I supported an HR reorganization, my role was precisely to provide a "reassuring and structuring framework" in a sensitive context.

Autonomy, here, was manifested by my ability to navigate alone in a complex environment while maintaining fluid communication with all stakeholders .

How to assess autonomy in an interview?

If you are recruiting, here are some revealing questions:

"Describe a situation where you had to make an important decision without being able to consult your superior."
"How do you organize your day when no one gives you specific instructions?"
"Tell me about a project you initiated on your own."

The answers will tell you a lot about the candidate's actual level of autonomy.

Can autonomy be learned?

Yes and no. Some people naturally possess this inclination towards independence. Others can develop it in an environment that trusts them.

What I consistently observe is that autonomy flourishes where trust exists . A constantly monitored employee eventually loses all initiative.

During an assignment at a specialized recruitment firm, my manager highlighted my "proactivity" and my ability to "identify areas for improvement ." This recognition didn't happen overnight. It stemmed from an environment where my suggestions were listened to and constructive criticism was accepted.

The trap to avoid

However, be careful not to confuse autonomy with isolation . A truly autonomous individual also knows how to collaborate, ask for feedback, and integrate into a team dynamic. Autonomy without a team spirit quickly becomes counterproductive .

In conclusion

Autonomy represents that quiet skill that makes all the difference when unforeseen events occur. For an SME, identifying and recruiting autonomous individuals is an investment in its own operational resilience.