Making Work Human Again: Why Autonomy Matters Now

Building a World Where Both Work and Family Can Thrive

Let me start by saying...

I want to acknowledge that discussions about workplace autonomy can sound privileged.

Not everyone has the choice of when and where they work.

But this is precisely why this conversation matters.

As we discuss new work and the future of work, we need to explore how different forms of autonomy can benefit everyone.

Because the traditional way of working needs a tweak here and there, and the changes we pioneer today could create better working conditions for all tomorrow.

Now, let me share what I mean

Last week Thursday was what corporate would call a "productive day."

Back-to-back meetings filled my calendar: a business breakfast, a working lunch for a potential project, and intense focus time reading a book to prepare for said project.

The kind of day that looks impressive on paper.

The kind of day I was used to in my 20-year corporate career.

And the kind of day that really makes me feel like I achieved something.

Friday couldn't have been more different.

I walked my son to daycare, enjoyed a spontaneous coffee with neighbours in their garden, and had lunch with a friend. Between these moments, I sat with my laptop, sometimes productive, sometimes less so.

In corporate terms, this might sound like a "wasted day."

But here's what actually happened:

In the quiet spaces between meetings and social connections, I actually had time to think.

• I had new Ideas.

• Whilst not final, my objectives for my company became clearer.

• I wrote a newsletter.

• I exercised.

• I was present and calm with my son.

• I even scheduled an art class for Friday.

This is the power of autonomy – being able to live your life as one big piece, not dissected in “work time” vs “private time”.

After two decades in corporate life, I've learned that productivity isn't about filling every minute with meetings. Sometimes, it's about creating space for creativity to emerge.

Flexibility is more and more something companies cannot ignore anymore. And yes, I know, this doesn’t work for all jobs. But it does for quite some.

Some numbers from a recent hybrid working study featured in Harvard Business Review:

• 59% of knowledge workers reported that flexibility is more important to them than salary or other benefits.

• 77% would choose a company offering work-from-anywhere flexibility over one with fancy corporate headquarters.

But what these workers are really craving isn't just flexibility – it's autonomy.

The ability to be, as psychologists Richard Ryan and Edward Deci put it, "the causal agent of one's own life."

Whether you're a mompreneur juggling business growth with family life, or a corporate leader seeking to build a more engaged team, autonomy isn't just a nice-to-have perk.

Autonomy is a fundamental driver of human motivation and also helps to “just” manage your life.

The Personal Impact: Beyond Flexibility

When people talk about work-life balance, they often paint it as an either-or scenario. Either you're a dedicated professional, or you're a present parent.

Either you're climbing the corporate ladder, or you're there for every moment of your child's life.

But autonomy is not black and white.

And also, like a new mentor told me this week:

why do we talk about work-life balance? This is our life! All of it.

(Thanks @Alisar!)

Even in my corporate role, autonomy meant I could structure my day around what matters most – being there for daycare drop-offs and pick-ups, sharing dinner and bedtime moments with my son.

And also, knowing when I am most productive and planning less meetings at that time. (For me that is the morning.)

Now, as an entrepreneur, this autonomy has expanded.

I can schedule a padel game on Thursday morning and work Wednesday evening instead.

When my son is sick or has a doctor's appointment, I can be there.

We can do Friday afternoon kids gym together.

I plan life as one, not separate by time of day. And yes, it’s a huge privilege!

Which does not mean there is no pressure, no deliverables, no excellence. It just means, all of his does not need to happen only between 9 and 5 from Monday to Friday.

The Research: Why Autonomy Matters

This isn't just about personal preference – it's about fundamental human motivation.

The HBR study reveals that 77% of employees would choose workplace flexibility over prestigious office perks.

Why? Because autonomy isn't just about where you work – it's about being the author of your own life story.

As a member of Crunchmoms, a community of working mothers, I've had the discussion several times.

• We (us working moms) are not asking for an all-or-nothing solution.

• We want careers AND family life.

• We want professional growth AND personal presence.

• We want to have an impact an deliver, but we want to have the autonomy to decide when we do this.

It's not about having it all at once – it's about having the autonomy to navigate these priorities in a way that works for us.

The conversation isn't black and white; it lives in the nuanced greys of real life.

Linked to these thoughts, I found an interesting survey outcome in the German press.

How much should mothers and fathers work? And what effect could this autonomy have on Germany as a society.

Making Autonomy Work: Practical Steps Forward

Inspired by the HBR research, enriched by our New Work framework:

1. Establish Principles and Values, Not Policies (Strong "ME"):

   Instead of rigid rules about office days, create guiding principles that trust employees to choose where they work best.

   For example, some companies have moved to core collaboration hours rather than mandatory office days, letting teams decide when in-person work adds the most value.

   For me it comes back to having the right values and culture in place. Do you know what your values are?

2. Invest in Competence and Connection (Strong "WE"):

   Support your team's growth while maintaining connection.

   This means providing learning opportunities that work with flexible schedules and creating meaningful ways to build relationships in hybrid settings.

   Working together as a team will support more trust and with that autonomy.

3. Provide Tools for Seamless Work (Strong “WE”):

   Ensure your team has the technology and resources to work effectively from anywhere, acknowledging that work is no longer bound by location.

   And make sure every employee knows how to use all tools provided.

These steps show how autonomy naturally aligns with the foundations of our NEW WORK framework (which, as you know, is still work in progress).

The Future is Human-First

What I've learned, both from my corporate experience and now as an entrepreneur, is that autonomy isn't just about working from home or flexible hours. As isn’t new work.

It's about trust. It's about recognising that professionals – especially working mothers and fathers – are capable of making smart decisions about when, where, and how they work best.

When we grant this autonomy, something magical can happen: work gets done, families thrive, and business flourishes.

Not because of strict oversight, but because of its absence. Not despite the flexibility, but because of it.

How can you create a piece of autonomy in your daily life?

Would love to get more examples on how everyone of you is dealing with life as a whole.

Stay curious and think out of the box!

Constanze

P.S.: This one is worth sharing. I was searching for a picture representing a productive day. And this made my day.

Inspiration

• zdf.de

• https://hbr.org/2021/10/forget-flexibility-your-employees-want-autonomy

• crunchmoms.com