Why do a lot of leaders feel stuck in their jobs? On today’s episode, we have Julie Bauke, the Chief Career Advisor of the Bauke Group, to explain what makes a person feel ‘stuck’ and how companies can help create a work environment that benefits both the business and their employees.
The ‘stuck’ state of mind?
Being stuck can manifest in a variety of ways, but the state of being stuck is all between our ears: stuck is a state of mind. And according to Julie, it’s a choice.
If you’re staying in a place where you are no longer getting satisfaction, happiness, growth, or opportunity out of it, that’s a choice, too. Step back and ask yourself: How can I take charge of the situation? How can I make a change to better my life, my situation, my circumstances, so I can get more, do more, and be more?
Why do people stay in jobs they obviously hate?
It’s a complex answer. The combination of fear, complacency, and lack of confidence plays a critical role in the mindset of someone who feels stuck. The longer this unhappiness is endured, the more normalized and internalized it becomes, until people feel like they have no other choice.
Julie also explains why people often can’t answer when you ask them what they want in their work or career, but can easily rattle off everything they dislike about their current job.
What do people really look for?
You have to ask: What is it that really matters to you?
People who aren’t stuck know that a career is something you invest your time, effort, and resources in. Nowadays, people want to have a sense of value about what they do, and they’re determined to make their work life matter.
What’s your ‘why?’ Why do you do what you do, and why do you want to do it at your workplace? This is the first step in really understanding your mission and purpose in your work. It’s bigger than you.
What responsibility can an individual take to make the world around them better?
We have to accept that we now live in a world where people are not going to stay with us for the next 30 years. So as a business owner, your main job offer should be a part of someone’s career journey. It’s okay to be no longer part of an individual’s long-term plan, and letting go of someone via favorable means will benefit your business in the long run.
Julie uses the analogy of an orange who can’t grow on a lemon tree. If you’re an orange having a hard time on a lemon tree, that doesn’t mean you’re not a delicious piece of fruit. It just means that you should go in a direction where you can find orange trees to grow in. So before thinking about getting unstuck, first figure out what factors are contributing to you being in a place where you feel like you have no options.
Organizations that are talent magnets
How can you let people leave your organization with dignity and respect? This question is important because how you let people go will impact your reputation in the market. The way you treat people going out the door will determine how they speak of you, and recommend people your way.
There is value in action, forward motion, and being hopeful and optimistic in knowing that you have possibilities that can lift your circumstances and propel you toward what’s next. If you’ve been in the wrong job for a long time, that doesn’t mean you’re a bad person. It just means you’re in the wrong job. There is definitely someplace you can shine if you go after it with the right approach and commit to it.
FREE RESOURCE: Is your company culture toxic?
A toxic work culture can be costlier than you imagine, but hard to identify. Learn more about the 7 signs that there’s something you need to fix in your workplace.