It’s clear that flow is the most desirable quadrant on Daniel Pink’s matrix. And we know that autonomy is the deciding factor that determines whether your people will be engaged or burnout. But exactly what do leaders need to do to make flow the norm for their organization?
Decision-making power alone won’t guarantee flow. Instead, employees need both challenging tasks to complete and more control over how they’re executed. And more importantly, the work they’re doing needs to align with their interests and future goals, which is exactly where a talent marketplace can come into play.
Talent marketplaces match people to projects, gigs, mentorships, and even full-time roles based on their skills, experience, and ambitions. New offerings like career pathing take autonomy one step further by presenting users with different directions that their professional development can take. Employees can even see what skills they’ll need to learn to reach their desired role and which opportunities will help them bridge those gaps.