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Imagine a workspace that characterizes Freedom and liberty. A place with no restrictions—a dream of many and a reality to some.

In the workforce, following your own pace and having the liberty to act based on your schedule can be considered a gift. Accomplishing tasks with no pressure, attaining goals with no belittlement, and doing things with freedom. These things are the definitions of liberty in the workforce.

Finding a place like this is next to impossible. Employers usually prefer the stricter type of space to monitor their people thoroughly. Monitoring your people in a stricter sense is not bad, but did you consider a lighter and gentler leadership?

Give and take, one of the general rules of life. As part of the workforce—as an employee, did you ever think of the side where your employer stands? Reasons why there are stricter rules and tighter conditions? 

If you want freedom and liberty, you need to show that you deserve them. And of course, there are conditions or what leaders want in return;

Listed by Erin Carson of Tech & Work 

1. Innovation – “Creativity by its nature requires that they have the freedom to experiment a bit.”

2. Reciprocity – “You’ve got to feel that you can make some choices on the job so that you ‘own’ it as your responsibility. It’s the only way to be fully emotionally committed. And if you give people some freedom, they’ll reciprocate by supporting their co-workers more too.”

3. Loyalty – “If you want people to stay after all the training you’ve invested in them, then you’ve got to reward them with some freedom.”

But to give some shape to this nebulous idea of freedom, managers should make sure that it’s exercised in three ways, Thompson said.

1. Purpose – “Your team has to be clear about what customers want from your company’s products or services — use your freedom to understand how your customers want freedom too.”

2. Passion – “What is it about the job that gets that employee up in the morning? What flips their switch? If you don’t have an answer for that, then the freedom you give is pointless.”

3. Performance – “Give your people the freedom to find creative ways to meet your objectives — they’ll come up with ideas you’ve never imagined — without doing at the expense of all their co-workers’ lives. But make sure the performance metrics are objective and obvious so you can all celebrate the win.”

If you think that you can do this, then you need to demand now a gentler and less strict leadership because you deserve it. 

And If you were granted a gift of freedom in your workspace, honor it and give back by performing with excellence and with competency. 

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