Unlocking Freedom at Work: Four Keys to a Happier You & Office

4 min read

TLDR: If you want the best out of your team, give them the freedom to be themselves, to learn and grow, to fail and to be quiet.

OK - so we’re not talking the ability to play XBox, watch Netflix or trying to attain wordle king or queen for the day. Rather, we’re looking at the ability to be you…at work.

Remember your first day at a new job? The mix of excitement and nerves, the hope that you'd fit in and make your mark? Now, fast forward to today. How much of that spark is still there?

For many of us, work can feel like a bit of a cage. We clock in, do our tasks, and clock out, leaving a big chunk of ourselves at the door. What if it didn't have to be this way? What if our workplaces could be spaces where we truly shine?

Recent research in US organisational psychology has identified four key freedoms that employees crave in their professional lives. These are the freedoms to be authentic, to grow, to withdraw, and to make mistakes. When cultivated thoughtfully, these freedoms can transform our work experience, leading to greater engagement, wellbeing, and ultimately, success - both for individuals and organisations.

Here’s a breakdown of each and five strategies to build them…

The Freedom to Be Authentic

Imagine walking into your workplace feeling entirely comfortable in your own skin. No need to put on a façade or hide parts of your identity. That's what the freedom to be authentic is all about.

For too long, many of us have felt the need to compartmentalise, leaving our 'real selves' at home and donning a professional mask at work. But this constant code-switching is exhausting and can leave us feeling disconnected from our work and colleagues.

The freedom to be authentic isn't about abandoning all filters or disregarding workplace norms. It’s not about accepting socially-unacceptable behaviour in the eyes of most. Rather, it's about creating an environment where diversity is genuinely valued, where different perspectives are sought out, and where people feel safe expressing their unique identities and viewpoints without fear of recrimination, where your quirks are seen as strengths, not things to hide.

The Freedom to Grow

We all have aspirations. The freedom to grow is about having the opportunity to improve, learn, and evolve in our professional lives.

This freedom challenges the notion that we must fix all our ‘weaknesses’ to succeed. Instead, it encourages us to identify and nurture our strengths, to seek out opportunities for growth that align with our passions and talents, whilst continuing to strengthen those areas that may hold us back.

In a workplace that values the freedom to become, employees are supported in their professional development, given challenging assignments that stretch their abilities, and offered mentorship and coaching to help them reach their full potential.

The Freedom to Withdraw

In a world that's getting faster the idea of stepping back might seem a bit odd. However, we're human beings, not robots. We need time to catch our breath, to rest, recover and regather.

This freedom is about recognising that sometimes, the best ideas come when we're not trying so hard. It's about having the flexibility to manage our energy, to take a break when we need it, and to find a balance that works for us. It’s the antidote to the ‘always on’, relentlessness that says that you can’t take time off or things will fall over. It’s about finding a sustainable work-life balance.

The Freedom to Make Mistakes

Failure. It's a word that strikes fear into the hearts of many. What if we could reframe failure as a necessary step on the path to success?

The freedom to fail is about creating a culture where calculated risks are encouraged, where mistakes are seen as learning opportunities rather than career-ending disasters. It's about creating an environment where innovation can flourish, unhampered by the fear of getting it wrong.

This doesn't mean embracing recklessness or ignoring the consequences of our actions. Rather, it's about creating a safe space for experimentation, learning, and growth.

So, how do we make these freedoms a reality? Here are five ideas to create momentum:

Create Safe Spaces for Authentic Expression

Establish regular forums where employees can share their thoughts, experiences, and identities without fear of judgment. This could be through open dialogue sessions, simple check-ins at team meetings or over informal catch-ups where people are encouraged to bring their whole selves.

Implement Personalised Growth Plans

Work with each employee to create a bespoke development plan that focuses on their unique strengths and aspirations. This plan should include stretch assignments, mentoring opportunities, and regular check-ins to discuss progress and adjust goals as needed. Work with them on any limitations that will hold them back, but do this in conjunction with growth around their behavioural strengths.

Embrace Flexible Working Practices

Move beyond rigid 9-to-5 schedules and office-bound work. Implement policies that allow employees to work in ways that suit their individual circumstances and energy patterns. This might include flexible hours, remote work options, a reduced working week for the same pay, core office hours for meeting purposes or no-meeting Fridays just to name a few.

Create a Learning, no-Blame Culture

Reframe failures as learning opportunities. Encourage teams to conduct 'failure post-mortems' where the focus is on extracting lessons rather than assigning blame. Celebrate not just successes, but also those who have the courage to try new things and learn from setbacks.

Practice Inclusive Leadership

Educate leaders at all levels to recognise and value diverse perspectives, to create psychological safety in their teams, and to distribute opportunities equitably. This includes being mindful of unconscious biases, actively working to counteract them, speaking up when standards are not upheld and doing that quintessentially Aussie thing of giving everyone a fair go.

Making these changes isn't always easy. It means trusting each other more, being open to a dialogue about the complexities of human beings, and sometimes questioning the way things have 'always been done'.

It's also crucial to remember that not everyone's had the same chances in the past. Members of marginalised groups have historically had less freedom to be authentic, to advance, to step back, or to take risks without consequences. As we work to cultivate these freedoms, we must do so with an eye towards equity, ensuring that all employees, regardless of their background or identity, have equal access to these liberties.

The road to a freer, happier workplace is ongoing. It takes commitment, patience, and a willingness to learn as we go. But the payoff - in terms of how people feel about their work, the fresh ideas that pop up, and the success of the business - is huge.

If any of this resonates with you as a business leader or you’d like to work on how you might be the agent of change within your organisation and you’d like a discussion as to how I might help, please contact me here.

This blog is based on the research work of Dr Laura Morgan Roberts, Ph.D.

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