Most organizations today operate in a volatile, complex and uncertain environment. This means that long-term job security no longer exists. The pace of change has increased and the factors that influence career trajectories are changing. This makes planning difficult and outcomes unpredictable. Most people fear uncertainty and change, and an uncertain environment can trap them in a job they do not like. But if the job doesn’t match the person’s values, sooner or later they will experience burnout.
Work identity
In her book, “The Success Trap: Why Good People Stay in Jobs They Don’t Like and How to Break Free”, Amina Aitsi-Selmi looks at the reasons people fall into the trap of jobs that do not satisfy them. High achievers fall into a paradox when they pursue the next success without enjoying their achievements.
Many people suffer from imposter syndrome – the belief that they did not deserve their success, but achieved it through luck or other external factors. People who suffer from this phenomenon feel they have to constantly prove themselves.
There are also stereotypes that are harmful, such as the belief that one must constantly increase productivity or that progress is related to how hard one works. All of these lead people to stay in jobs that are toxic or don’t bring satisfaction.
Addiction to goals
Setting goals and working towards them are essential to making progress and turning ideas into reality. However, a goal-based culture can lead to goal addiction. One then feels compelled to set and achieve goals. Since high achievers are excellent at achieving goals, it is easy for goal setting to become an addiction. Setting and achieving goals requires mental energy, and the constant pursuit of goals can lead to “task paralysis”.
To avoid this fatigue, fewer and shorter-term goals should be set. It is also recommended to take time to learn and make connections and build a sense of comfort in situations that cannot be controlled. This helps to get into a state where one enjoys an activity for its own sake and not for the outcome.
