Stuck in Your Career? It May Not Be Time to Quit.

There is a difference between being genuinely unhappy in your career and simply feeling like you've stopped growing. Before updating your résumé or handing in your resignation, it may be worth asking a few questions:

Have I outgrown my current role? Am I still learning? What skills do I want to develop next? Have I actually talked to my manager about my career goals?

Career dissatisfaction can be a signal—but it isn't always a signal to leave.

Statistics Canada reported that 80% of employed Canadians surveyed in October 2023 rated their job satisfaction between 7 and 10, with an average rating of 7.7 out of 10.

That doesn't mean everyone is happy at work. It does remind us that career satisfaction is influenced by more than job title or salary. Working conditions, purpose, relationships, growth and the fit between the individual and the role all matter.

Sometimes the next step is already inside the organization. Internal career mobility is becoming an increasingly important part of talent management.

LinkedIn's 2024 research found that the average rate of employees changing job titles while remaining with the same company increased from 18.7% in 2021 to 24.4% in 2023.That represents a significant opportunity for both employees and employers.

Perhaps you don't need to leave your organization. Maybe you need to:

• Take on a new project.

• Learn a new skill.

• Move into a different department.

• Become a mentor.

• Take on leadership responsibilities.

• Explore an internal position.

• Work with a career coach to clarify your next move.

Steve Jobs famously said during his 2005 Stanford commencement address, “You can only connect the dots looking backwards.”

Career paths rarely unfold exactly as planned. A role that feels frustrating today may help you develop skills that become valuable tomorrow.

Employers have a role too

Career development shouldn't be left entirely to employees. LinkedIn's Workplace Learning Report found that only about 40% of organizations have mature career development initiatives. Among organizations with mature programs, leadership development, internal job opportunities, mentoring and individual career plans are common practices.

For small and medium-sized businesses, career development doesn't have to mean creating a complicated corporate program. It can start with meaningful conversations like:

1. What does this employee want to learn?

2. Where could they contribute more?

3. What could their next role look like?

Sometimes the best retention strategy isn't a raise or a pizza lunch. It's helping someone see a future with your organization.

Are you an employee feeling stuck—or an employer trying to retain and develop good people? Our career and leadership coaching services can help you identify the next step and turn career goals into a practical plan. Contact us to start the conversation.