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Self-management came back on the agenda when the corona pandemic hit the world. In Denmark, we felt the consequences when the country went into lockdown in March 2020. Many Danish workplaces had to send their employees home, and it was especially employees with a daily life behind a desk who now had to practice self-management. In this blog post on self-management, we'll dive deeper into what self-management is, how Mystery Makers can help create self-managing teams, and also explore whether self-management works in practice in the workplace - and if so, what pitfalls to be aware of. Our skilled team coaches at Mystery Makers have more than 10 years of experience observing top Danish businesses in our Escape Rooms, which is why we know how the strongest and most effective teams work together to solve complex problems.

What is self-management?

Let's start by looking at what self-management actually is and how it is used in Danish workplaces. In general, self-management is an approach where employees take responsibility for their own tasks, make decisions and control their own work process. Self-management involves a high degree of autonomy and independence, where employees are highly motivated to take initiative, show responsibility and be proactive in their work. It also involves the ability to prioritise, organise and evaluate your own performance, as well as being self-motivated and able to work independently with minimal external control. Essentially, it's about creating a work environment where the employee largely "minds their own business" - both in the open plan office and in the home office.

Why is self-management important? 

Self-management has many benefits that can lead to more motivated employees and greater efficiency. That's why we've put together a series of points below to help you learn more about how you can apply and greatly benefit from self-management in your workplace. We want to explore why self-management is important and also why it can be a strength in the workplace. 

How do you create self-management in practice?

Self-management provides increased autonomy and responsibility

Self-management gives employees greater autonomy and responsibility for their own work tasks. This can help increase motivation, engagement and job satisfaction as employees feel more involved and have more influence over their work.

Self-management creates higher productivity and efficiency

When employees are empowered to make decisions and take responsibility for their work, it can lead to increased productivity and efficiency. Self-management allows for faster decision-making, flexibility and adaptability, which can result in better business results.

Self-management gives way to enhanced innovation and creativity

Self-management creates an environment where employees are encouraged to think creatively and also come up with new ideas and solutions. By giving employees the freedom to express their creativity and explore innovative approaches, the organisation can benefit from their unique perspectives and contributions.

Self-management reduces the need for micromanagement

When employees are able to manage themselves, there is less need for micro-management and constant monitoring from the manager. This frees up time and resources for both employees and managers to focus on more strategic tasks and development initiatives.

Self-management creates skills development and growth 

Self-management allows employees to develop and refine their competences. When they take responsibility for their own learning and development, they can acquire new skills, challenge themselves and grow professionally.

How do you create a self-managing team? 

It seems that self-management is in many ways the way forward in modern Danish workplaces, but how can you as a workplace help create a self-managing team? We offer some advice on how to do this below.

1: FOCUS ON CLEAR GOALS AND EXPECTATIONS

Define clear goals and expectations for the team so everyone is on the same page and knows what needs to be achieved. 

2: BUILD TRUST AND AUTONOMY

Build a trusting work environment where employees feel comfortable making decisions and taking responsibility. 

3: PROMOTE OPEN COMMUNICATION AND COLLABORATION

Create a culture of open communication where team members are encouraged to express their ideas, give feedback and solve problems together. 

4: SUPPORT LEARNING AND DEVELOPMENT

Create a learning-orientated culture where employees are encouraged to develop their skills and grow professionally. Offer opportunities for training, mentoring or knowledge sharing within the team. 

Mystery Makers can help you with self-management 

For many, self-management can promote employee engagement, creativity and efficiency. It can also create a more dynamic and flexible workplace where employees can feel more freedom with responsibility. At Mystery Makers, we can identify your team's individual strengths and help you become a self-managing team with our Team Development programme. Contact us today and let's have a no-obligation chat about how a day of Team Development can empower you!

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Mystery Makers
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