The Washington Post reported that a recent survey conducted by Harris Interactive for the University of Phoenix found that 55 percent of American workers would like to change careers. Nearly 80 percent of working adults in their 20s and almost two-thirds of those in their 30s would like to do so, too.
Similar, Gallup reported that 52% of American workers lack involvement, enthusiasm, and commitment to their work. Eighteen percent are actively disengaged (less loyal, less productive, more stressed, miss more days): those folks sabotage company strategy and pressure co-workers to dumb down. In other words, 70% of us go to work disengaged or actively disengaged. Only 30% of us feel invested in our jobs. The Gallup data has been consistent since 2000.
We do a poor job of choosing our careers. If we select our profession based on money, prestige, or what our parents did, then the odds are great that we will choose badly and end up stuck and miserable.
How might we choose our work? We put in the time and effort to know ourselves: our natural talents, our core values, and our sense of purpose for our lives (why we exist). Then we figure out what activities best express our most authentic selves and we seek out careers that will allow us to spend the most time doing work that makes us feel alive. If our careers then pay well and have prestige, so much the better.
Organizations structure jobs badly. Most enterprises were structured on a mechanistic model of organization, which emphasizes conformity, efficiency, and uniformity. They then force employees to fit into rigid boxes, categories, and job descriptions. Most jobs are too small for people. I had a great boss who had me write my own job descriptions. When I would give it back to him, he would say, “Add more responsibilities.” We went back and forth several times, and I always ended up with work that fulfilled me. Organizations need to structure jobs less mechanically and more organically to allow the huge untapped human potential that lies dormant in most organizations to come forth.
Ignorant managers: Most executives grew up with the machine model ingrained in them from a lifetime in schools, churches, and workplaces. Many don’t understand why we do things the way we do in our bureaucracies. Many don’t know that the machine model isn’t the only metaphor we can compare our work world to: The greater our metaphorical diversity, the more creative we can be. I think of organizations as living systems that encompass mechanistic processes. Machines are mechanical; people are alive. Wise people think of each differently.
Bad Bosses: The Gallup data showed that people don’t quit the company they work for; their quit their bosses. I’ve had a great boss and I thrived. I’ve had a bad boss and I stagnated. Get away from a bad boss as fast as you possibly can. They only drag you down.
The sooner we begin to search for our right livelihood, the more likely we will make a successful transition.
I am responsible for the life I create or do not create for myself.
5 thoughts on “Don’t Like Your Job? You Have Company.”
There have been jobs that I had that I didn’t like. When I’ve been in that position, I tried to think of at least one thing, often more than one thing, that I could change in the situation to make the job more to my liking.
I’ve been very lucky because at times, my employers have tried to “box” my jobs but being the conformist that I can appear to be, they thought I was doing well. In reality, I was reinventing the jobs, letting them think the changes were their ideas. I could never have been productive if I wasn’t allowed to be creative, inquisitive, and progressive. Nice article!
I like the concept of “Figure out what you love (core values, which may change over time), do that, and the money will follow…”
I’ll also say that’s not just a fantasy… I have lived it and it has worked for me… I’ll be 76 next month; worked steadily at “something” for 60 of those years; have had very few jobs I didn’t like (didn’t stay in them long); none of the jobs earned “big bucks”; have felt very fulfilled; and am now feeling secure in all aspects of my life (including financially)!
Although, I agree that right livelihood is the key to living a fulfilled work-life, in the present depressed economic climate right livelihood is merely an illusion for most people who lost their jobs. Young and old degreed people, recent college grads find themselves flipping hamburgers in the fast food industry, middle-aged execs who lost their positions take on whatever job to hold on to their homes and families. When we are at a survival level, we will work at whatever job until the time that we can do different, and most of the time that is NOT right livelihood, and IMO, why in most cases “70% go to work disengaged or actively disengaged”.
Thanks for your comments! See my next post.