BY LAUREN APGAR
Editor’s note: At MeaningSphere, we believe that meaning at work matters and that it’s deeply personal. This series highlights diverse perspectives across the 10 core fulfillment areas from our Worklife Fulfillment Indicator. Each piece reflects the author’s own experience, with the goal of sparking reflection and dialogue.
Think about the workplace environments where you have thrived. I’m not talking about the environments in which you were just productive, but the ones in which you felt like your viewpoint was considered expertise and your work truly “moved the needle” in terms of customer outcomes and company culture.
In my experience (and I assume in most of yours, too) the level of autonomy I had played a big role. Merriam-Webster defines autonomy as “the quality or state of being independent, free, and self-directing.” Let’s break each one of these concepts down in a work context.
#1: Independent: As an employee, you were hired for a combination of skills and experience that were deemed beneficial to the company and its customers. It was likely an unspoken but understood expectation that you would apply these skills independently, or sometimes in coordination with others, to accomplish tasks for your company and customers. You are not expecting anyone else to do your work for you; rather, you plan to apply your skills and experience to the duties that have been assigned to you.
#2: Free: Different employees approach work differently in terms of project organization, relationship building, and conflict management. When people hear the word “free,” they often picture a work style that best fits them and best serves their clients. While there is often an established culture—and sometimes even accreditation and industry standards that must be met—one could assume that you are generally free to organize and operate administratively in a way that works best for you.
#3: Self-directing: As a professional with skills and experience, you understand that you are ultimately responsible for regulating and guiding yourself toward success—for yourself, your company, and your customers. I would assume that the desire to do good work, along with the need to be compensated to support our lives, makes up the majority of employees’ intrinsic motivation. You are not expecting to feel motivated 24/7, but you recognize that you are responsible for finding and sustaining that motivation over time.
Obviously, we all need structure and clear expectations in our work. However, have you considered how important autonomy is in your day-to-day work? Like many things in life, if you have it, you might not notice how important it is—but if you don’t have it, you feel the lack of it immensely.
According to a 2026 academic review, there has been a “noticeable spike in discussions of micromanagement after 2020.” This was caused mainly by the rise of remote working and algorithmic management which followed the onset of the COVID-19 pandemic and created the perfect storm for an increase in micromanagement. Add an uncertain job market, the rise of AI, and inflation, and it becomes clear why LinkedIn reports that 77% of U.S. employees are experiencing burnout.
So how, as employees, do we establish and reclaim a sense of autonomy in the workplace?
Be a conscious consumer
We often encourage others to think critically and be intentional about the media they consume. But what if we applied the same critical lens to the performance metrics we’re presented with in the workplace?
Are you constantly feeling pressure to be “visible” on tools and technologies like Slack? Try creating a simple message indicating that you are in “deep focus mode,” but can be reached by email if needed.
If your personal performance metrics are publicly shared with your team, do your best to check them only for accuracy—not as a tool for comparison.
Question processes and systems
I try and push myself to speak up about inefficiencies and redundancies I see in departmental processes and systems. Some supervisors appreciate the feedback and allow me to construct a system that works best for me and the needs of my clients, while other supervisors have not relinquished that control. Throughout my career, I’ve realized that I need autonomy in my work to feel a sense of purpose and meaning. Without it, I feel frustrated, stuck, and on the brink of burnout. Research supports this high-demand, low-autonomy burnout loop. I have come to understand that autonomy is now a non-negotiable for me.
If you are in a position where you feel as though you are either losing—or never had—autonomy in your work, I challenge you to gently inquire about why processes and systems are structured the way they are. The answers, or lack thereof, can help you determine the importance of autonomy in your worklife.
Questions to consider asking:
- Are we doing it this way because we have always done it this way, or has this system truly proven to be the most effective way to serve our clients?
- Is this a team-wide process, or a company-wide process that we need to adhere to?
You might think there is nothing you can do about a company-wide process, and that may be the case. But if it is a system you fundamentally disagree with, is this a company that truly aligns with your values?
Similarly, if this is a team-wide process and you raise concerns about the lack of autonomy, only for your supervisor to dismiss your input, is this the kind of supervisor with whom you can have a sustainable working relationship?
In the workplace, autonomy is synonymous with trust. When it is absent, it can be corrosive to an employee’s self-esteem and overall productivity. Just like in our personal lives, trust is built over time—it must be earned and continually maintained. When you trust someone, you rely on them.
In this ever-changing world of work, take time to reflect on the importance of autonomy in your professional life. If you don’t need it, you may not miss it—but if you do need it, it is very difficult to feel fulfilled without it.
Lauren Apgar is a former higher education professional, current leadership consultant and project manager, and overall outdoor enthusiast.
