When Lack of Autonomy Leads to Burnout

Being burned out without knowing why is like carrying an invisible weight that gets heavier every day. You’re exhausted even after a full night’s sleep, but it’s not just physical—it’s a deep, mental weariness that makes even simple tasks feel overwhelming. There’s a persistent sense of unease, like something’s wrong, but you can’t quite put your finger on it. You might find yourself more irritable, less patient, and unable to muster enthusiasm for things you once enjoyed. It’s as if the joy has been drained out of your life, and you’re just going through the motions, unsure of where the disconnect lies.

When we feel burned out, our first instinct is often to take a vacation, cut back on hours, or simply step away for a while. However, these breaks don't always bring the relief we hope for. While an overwhelming workload is commonly blamed for burnout, it's just one of several causes. Without identifying the true cause of your burnout, any action you take is likely to be a temporary fix. A vacation might offer a brief escape, but it won’t address the underlying issues, leaving you stuck in the same cycle once you return.

Let’s talk about one of the harder to identify culprits of burnout, which is lack of autonomy. Imagine waking up every day, knowing your job is no longer yours to shape. Your decisions are second-guessed, your creativity stifled, and every task feels like a chore dictated by someone else. This isn’t just a bad day at the office—it’s the slow erosion of your autonomy, and it’s a direct path to burnout. In a world where we crave control over our lives, the loss of autonomy at work can be devastating, leaving us drained, disengaged, and desperately searching for a way out. But why does this happen, and how can we stop it before it’s too late?

A common cause of losing autonomy at work is micromanagement. When managers or supervisors closely control every aspect of your tasks, decisions, and workflow, it can strip away your sense of independence. Instead of trusting you to use your skills and judgment, they dictate how things should be done, leaving little room for creativity or personal input. This can make you feel powerless and disengaged, as if your expertise and contributions are undervalued, leading to frustration and, ultimately, burnout.

My approach to managing skilled professionals is to focus on providing clear guidance on the "what" and offering support on the "how" only when necessary. The “how” is where skilled employees should be able to embrace their autonomy. A new employee might need more direction on how to achieve their goals as they develop their own work style. Similarly, an employee who is struggling to meet objectives may require coaching on how to get there. While standardization has its place, in a white-collar environment, it should primarily apply to the "what"—the outputs and objectives we aim to achieve. This might not be feasible for all roles, especially those in production or with significant safety or regulatory concerns. In such cases, employers should find creative ways to grant autonomy, such as involving employees in decision-making, process improvements, or task teams.

Employees can take several proactive steps to achieve more autonomy at work:

1.      Communicate Clearly: Openly discuss your desire for more autonomy with your manager. Express how having more control over your tasks can improve your performance and job satisfaction.

2.      Build Trust: Consistently deliver high-quality work and meet deadlines to build trust with your supervisors. When they see that you’re reliable and capable, they may be more inclined to grant you greater independence.

3.      Seek Feedback: Regularly ask for feedback on your work and use it to improve. Demonstrating that you can take constructive criticism and grow from it shows that you’re ready for more responsibility.

4.      Propose Solutions: Instead of just identifying problems, come up with potential solutions. Show that you’re thinking critically about your work and that you’re capable of making decisions.

5.      Show Initiative: Volunteer for projects or tasks that align with your skills and interests. Taking the lead on initiatives shows that you’re eager to take on more responsibility.

6.      Set Boundaries: Be clear about what you need to maintain productivity and balance. Politely assert your needs, such as flexible work hours or control over certain tasks, to create a work environment where you can thrive.

7.      Collaborate and Network: Build strong relationships with your colleagues and managers. A solid network within the organization can support your push for greater autonomy by vouching for your capabilities and reliability.

8.      Develop Expertise: Continuously improve your skills and knowledge in your field. The more you know and the more value you add, the more likely you are to be trusted with greater autonomy.

9.      Identify and leverage your VIA Character Strengths: Job crafting allows you to reshape your tasks in a way that aligns with your strengths, which can significantly boost your engagement at work. By consciously incorporating your strengths into your daily tasks, you can enhance your job satisfaction and performance. This approach is within your control and can often be done subtly, even under the watch of a strict micromanager.

By taking these steps, employees can position themselves as capable and reliable, making it easier to gain the autonomy they seek.

Next time you’re feeling burned out, by all means, take that vacation and lighten your workload. But after you’ve had a few piña coladas on the beach, come back and give me a call. Remember that work overload is often the over blamed culprit of burnout. Let’s figure out whether overload is really the root cause of your burnout or if there are other steps you need to take to get back on track.