Companies are increasingly calling employees back to the office, and for many women, the fear of routines changing weighs heavy.
According to a recent InHerSight survey, loss of autonomy and work-life balance is the second-most feared change among women—the first being return to office's impact on time and flexibility.
Autonomy in the workplace means having the ability to make decisions, shape one’s workload, and navigate career growth with ownership and agency. Without it, employees may feel micromanaged, undervalued, or trapped in roles that do not align with their strengths and aspirations.
“For women, autonomy is especially critical because workplaces are still shaped by systems that weren’t designed for us,” says Ruth Penfold, leadership coach and founder of Bloom. “Many of us feel the pressure to over-prove, overwork, and accommodate at the expense of our own needs. Reclaiming autonomy allows us to break free from these patterns, set boundaries, and lead in ways that align with our values and strengths,”
Workplace autonomy is particularly crucial in fostering job satisfaction, creativity, and productivity. Employees who feel they have control over their tasks, schedules, and decision-making tend to be more engaged and motivated. According to research from the National Library of Medicine, autonomy in the workplace leads to higher job performance and lower stress levels. Micromanagement, on the other hand, can stifle creativity and breed dissatisfaction.
For me, autonomy is more than just a concept—it’s a deeply personal journey. I remember a few times when I felt trapped in a job that no longer, if ever, aligned with my purpose. Every day felt like a battle between security and self-expression, all while being micromanaged, having my decisions overridden, and feeling stuck without any upward mobility. I felt stifled.
Flash forward to today, when I’ve taken steps to reclaim my autonomy, and I’m doing what I love, which is interviewing and hosting for my own platform. I set my own deadlines, choose my interview subjects, decide who I want to work with, and control my content. But this freedom comes with the responsibility to manage my time effectively and produce quality work consistently. It has also been a reminder that true freedom comes from making choices that honor who we are.
You can make those decisions, too. In this guide, you’ll learn how to assert and maintain autonomy at work, whether in decision-making, workload management, or career growth.
Read more: Is Your Work Mentally Draining? Learn How to Protect Your Inner Peace
Understanding what autonomy means to you and communicating it clearly
“Autonomy begins with knowing who you are and what you stand for, then having the courage to stand in your truth, make decisions, and take action from that place,” Penfold says. Before advocating for more independence at work, take time to define what autonomy means for you. “In the workplace, autonomy means having the ability to make decisions, shape your workload, and navigate your career with ownership and agency. It’s about contributing meaningfully without excessive oversight or micromanagement.”
To figure out what autonomy means to you, Penfold says it may help to ask yourself some questions:
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Do I need more flexibility in my schedule to be productive?
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Do I want more decision-making power over my projects?
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Do I thrive when I can set my own priorities without excessive oversight?
When in difficult situations, women are often socialized to shrink when it comes to being open and honest about their needs, which can lead to vague or indirect communication.
“Communication is everything when it comes to maintaining autonomy. For women, it’s often where we’ve been conditioned to hold ourselves back,” Penfold says. “We’re taught whether directly or indirectly to be agreeable, accommodating, and non-disruptive. This can show up in how we communicate [such as] hinting at instead of stating, softening our stance, or speaking in coded messages with the hope that others will just get it.”
Penfold highlights the importance of stripping back communication to its simplest form. “Say exactly what you mean, succinctly and with confidence,” she says.
Penfold recommends these tips to help communicate effectively:
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Write down what you need to say.
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Remove unnecessary softening phrases.
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Deliver your message with confidence.
For example, instead of saying, “I was wondering if it might be possible for me to take the lead on this project,” try saying, “I’d like to take the lead on this project because I have the skills and vision to drive it forward.”
“The clearer and more direct you are, the more those around you will trust your leadership and autonomy,” Penfold says. “When you communicate with confidence and clarity, you’re not just asserting autonomy, you’re reinforcing that you belong at the table.”
Read more: 10 Email Templates for Setting Boundaries & Communicating Your Needs at Work
Asserting autonomy in decision-making
For women, asserting decision-making power can be fraught. Even with the best intentions and the most expertise, self-assured women can be perceived as uncooperative and angry for voicing their wants and needs.
“Leadership is an energy, not a role,” Penfold says. She recommends trusting yourself, while balancing confidence with collaboration:
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Own your expertise: Penfold says speak with clarity and conviction about your perspective. When you know your worth, others will recognize it too.
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Lead with curiosity: “Instead of outright rejecting an idea, ask thoughtful questions. For example, ‘How would this approach impact X? Have we considered another angle?’” says Penfold.
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Add not oppose: Position your ideas as enhancements, not rejections. Penfold suggests finding ways to build upon what you are working on by offering ways to drive better results.
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Invest in relationships: When colleagues trust your intentions, they view your autonomy as leadership rather than disruption.
Staying in control of your work
While autonomy is about having independence, staying in control of your work ensures independence remains sustainable. “Autonomy isn’t always about breaking the system, it’s about learning how to navigate it on your terms, with your voice, and your boundaries intact,” Penfold explains.
Here’s how to maintain control while navigating workplace structures:
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Set clear boundaries: Define your non-negotiables and communicate them professionally. If you need focus time, block it on your calendar and let your team know.
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Master time management: Autonomy comes with responsibility. Prioritize tasks, set deadlines, and hold yourself accountable to avoid unnecessary oversight.
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Document your achievements: Keep track of your contributions so you can advocate for your work in performance reviews or discussions about career growth.
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Know when to push back: “In almost every situation we find ourselves in, we hold far more power than we think,” says Penfold. “The systems around us may be rigid, the structures may not have been built for us, but the way we choose to show up within them is entirely ours to own.”
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Recognize when it’s time to move on: Penfold reminds us, “Autonomy is also knowing when to leave it and tap out.” It may not be the right fit for you if you still can’t find autonomy where you are.
Balancing autonomy with collaboration and organizational goals
While autonomy is about having control over your work, it doesn’t mean working in isolation. Setting boundaries in the workplace is essential for maintaining autonomy, but many women hesitate out of fear of seeming uncooperative amongst their coworkers and leadership. Penfold shares a personal example: “When I was Chief People Officer, I knew exactly what I needed to function at my best. I protected my energy, and by leading from that place, I gave others permission to do the same.”
To set boundaries effectively:
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Start small: Penfold suggests practicing saying no to low-stakes requests before tackling bigger ones.
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Embrace silence: Not every boundary requires an over-explanation.
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Reframe the narrative: “Your capacity is not limitless. Boundaries don’t make you difficult, they make you effective,” explains Penfold.
To be successful, it’s important to find a balance between independence and collaboration. Autonomy should support, not hinder, teamwork and shared goals.
Collaboration ensures that while you are making independent decisions, you are also aligned with your organization’s objectives. Effective communication with your team and managers can help establish mutual trust. When employees work autonomously but within a shared vision, it leads to innovation and efficiency without sacrificing workplace harmony.
Read more: Your Guide to Setting Boundaries in the Workplace
Creating a culture of autonomy as a leader
For those in leadership positions, fostering autonomy in others creates a more engaged and innovative workforce. “A culture of autonomy starts with trust,” Penfold says. “Trust that people will take ownership when given the space to do so.” Leaders who empower their teams rather than micromanage them drive better results and higher job satisfaction. “When leaders model healthy boundaries, it normalizes them for everyone.”
To build a culture of autonomy:
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Set clear expectations: Penfold says define success for employees but allow flexibility in execution.
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Trust employees to take ownership of their work: “When employees know what’s expected but have the freedom to decide how they get there, they feel more invested, engaged, and accountable.”
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Encourage: She says work toward a collaborative rather than hierarchical approach.
It is possible to maintain your autonomy in the workplace
Autonomy in the workplace is a fundamental part of career satisfaction and success. By asserting decision-making power, setting boundaries, advocating for yourself, and adopting the right mindset, you can maintain control over your professional live whether remote or even in structured office settings.
As Penfold reminds us, “No one is coming to hand you the power that has been yours all along.” It’s time to claim it, own it, and thrive.”
