Autonomy gives rise to innovation, but the lack of autonomy can often result in burnout. Employees who are allowed to make decisions and extend themselves to the far extent of their creativity can often come up with novel ideas that change how they perform. On the opposite end of the spectrum, feeling a sense of helplessness over one’s work and career can leave workers feeling stuck or unable to control their performance to the full extent of their abilities, and this strain can often lead down the path to burnout. The “autonomy crisis” doesn’t guarantee burnout or exhaustion in every instance, but it can chip away at an employee’s resilience and drain their reserve of mental resources much faster.
A recent report linked the lack of autonomy with burnout in the workplace, urging employers to invest in restoring a sense of control among workers. (Image: Freepik)
The Autonomy Crisis: A Lack of Autonomy May Leave Your Workers Burnt Out
The University of Phoenix College of Doctoral Studies recently released a new paper, Reclaiming Control: Autonomy as the Key to Workforce Resilience and Career Optimism, which dove into the importance of autonomy at work. It identified a crisis of autonomy in the US workforce, where 21% of workers felt their control over their professional future had declined, and 51% reported burnout. This was the highest observed level since they began tracking the metric.
The crisis of autonomy, while witnessed among all workers, affects some demographics more than others. The paper found that women were more likely than men to report worsening career control and burnout, and there is evidence for this within the workplace, where thousands of women are faced with the struggle of choosing between their families and careers.
The university’s Career Optimism Index also found that 91% of workers who feel they have autonomy manage to adapt to situations much better. Apart from the link between burnout and autonomy, those who were in control of their careers reported higher motivation. The paper concluded that workers who felt in control of their careers were significantly less likely to experience burnout, 45% vs 70% respectively. These factors make a good case for addressing autonomy among workers.
The Autonomy Crisis and Its Link to Worker Burnout Is Not Surprising
The link between the lack of autonomy and the rise of burnout may appear obvious to some, but the connection isn’t always clear. Autonomy for workers is not often guaranteed, as they are expected to operate within the rubrics of a professional workplace. The formal nature of the workplace aside, there are various guidelines on each task and role that employees follow, and on its own, the system isn’t harmful. The problem arises when employees are led to operate within overly rigid systems, with no room to explore ideas and strategies or plan for the next step of a process or their career.
Matters worsen when employees further feel separated from their own careers, unsure if they are progressing or have come to a standstill. Promotions and career progressions are no longer guaranteed. Most workers are now uncertain of whether they’ll have jobs in the long run, due to the arrival of AI. With layoffs dominating workplace conversations, there is also no room to sit down with HR or a manager to discuss what one’s career might look like at the organization over the next five years.
With employees losing this sense of autonomy, burnout becomes inevitable. Karen Johnson, the expert author of the study, explained that “Autonomy is the missing link between coping and truly thriving at work. When organizations invest in skill-building and equip people to use AI responsibly, employees gain the control and clarity they need to reduce burnout and build resilience.”
How Can We Address This Crisis of Autonomy?
The research on workplace autonomy presents us with many aspects to consider. Burnout doesn’t just impair workers; it also affects their active presence in the workplace and the work they perform. Addressing the lack of autonomy and the resulting burnout is easy when the employer chooses to avoid treating programs catered towards employees as optional, and instead makes it a core part of its process.
Despite the widespread fear and aversion to AI, the paper established that confidence in AI skills restores some degree of autonomy to employees. Facilitating AI training not only helps an organization master the technology with greater ease but also encourages employees to take charge of the tech and use it to their advantage. During these changing times, upskilling and reskilling employees is more important than ever, providing employees with the tools they need to build a career they can be proud of.
Johnson also reports that “skilling initiatives should be integrated into wellness strategies, as workers with career development opportunities report lower burnout and greater adaptability,” and it’s a suggestion that is impossible to ignore. An employee’s performance isn’t just tied to how well they know their work, but also their health, resilience, motivation, adaptability, and other diverse factors that support them in the workplace. Devising a comprehensive strategy that addresses the crisis of autonomy and replaces it with control and independence can help employees thrive and grow in harmony with the business.
Do you also agree that the lack of autonomy can be linked with burnout? Share your experiences with us in the comments. Subscribe to The HR Digest for more insights on workplace trends, layoffs, and what to expect with the advent of AI.