Hate Your Jobs – Why You’ve no motivation to quit them

It seems about 8% of the global workforce have no interest in their jobs and no motivation to quit them.

Prisoners. That’s term of art for those stuck in a job they hate but can’t se em to leave, according to an Aon Hewitt survey based on data from 500,000 workers. It seems about 8% of the global workforce have no interest in their jobs and no motivation to quit them. Thus did these inert, unhappy workers earn their name, a slightly aggressive term for gainfully employed people suffering from ennui.

Kết quả hình ảnh cho Prisoners of job

Having no motivation at work does make it a slog and that seeps into the rest of your life. “If you’re that disengaged and you feel that stuck, what kind of spouse, or partner, or friend, or life do you have outside of work? It’s not a great place to be,” said Ken Oehler of Aon Hewitt. “We feel for these people.”

Kết quả hình ảnh cho motivation

So why don’t they do something about it? Why don’t they try to change their circumstances, especially given the improving labour market? How annoying.

5. Lack of Job Opportunities or?

When it comes to job options and the market it’s apparent that jobs aren’t as plentiful as they used to be. Jobs that require little experience don’t pay enough and, jobs that require applicants to have some experience are highly competitive. Job seekers will find themselves in a dozen interviews on average while the probability of getting hired stays flat. The motivation and optimism it takes to muster on in the hopes of landing a job that is better than the one you’re currently in, is extremely difficult. The thought alone—deters most people from even trying. They’re shackled to their desks by an elegant pair of golden handcuffs. Prisoners, by Aon Hewitt’s definition, aren’t people who can’t find work. They’re people who don’t even want to look. And that’s because they’re often overpaid. Aon Hewitt’s research found that more than 60% of prisoners make above-market wages, compared to around 48% of nonprisoners.

4. Workers Are Under-skilled

Listen to any network news station, or talk show discuss the challenge with the job economy and they’ll always come back to the lack of skilled workers. It’s almost bizarre to believe that, the rising rate of student loan debt can be coupled with the lack of skilled workers to qualify for the jobs of today. But there it is. So, when the average worker thinks about the skills needed to land a new job which pays enough to live on; and then leaving a job that may be already footing that bill—well, you just can’t up and leave right away. When it comes to training and education, a good number of employers will pay a percentage or full tuition for their employees. Of course, it means you must agree to stay with the company a number of years or be accountable for the cost. However, employees who are actively trained are less likely to be dissatisfied and, unhappy workers rarely get the training or skills needed to advance.

3. Resistant To Change

People will almost always recognize the need for others to change before they recognize it in themselves. It’s been said that change is the most difficult thing for people to do, and when you think about the change involved with acclimating to a new job and the people you work with—this can be a very daunting thought. Where dissatisfaction is not an ideal reality for people at work, it’s also the new normal. How easy is it for us to relate to someone’s grievances at work? The commonality of unhappiness that one shares with co-workers is more comforting than the discovery of new accords with others, let alone a new company. The mere thought of change for some people will actually raise their heartbeat; and most people will expel more energy to keep their surroundings the same and familiar and far less on changing the circumstances surrounding them. This explains the irrationality of being unhappy at work— but not enough to leave.

2. The Seniority Complex

The seniority complex is the idea of staying in one’s position or at a company primarily because the length of time is greater than the majority of people who work there. I believe there’s a certain level of pride that comes with retention in a company. It demonstrates a level of loyalty, perseverance, and stability that most people value. So while a person can be unhappy with their current job, forgoing their sense of seniority is a much greater loss. I was once asked by a senior human resource professional, back when I was unhappy with my job at the time, if I wanted to really leave in order to “start from the bottom” again. The idea, of course, gave me pause. It’s the very idea of giving up all that you’ve put into a company without being recognized for it when you leave that keeps people firmly in their current position.

1. Fear

The number one most common reason people stay at a job they hate is old-fashion fear. In fact, fear can be the underlying reason to all of the above. The fact that the job market is lacking in opportunities relative to the people seeking work; the thought of going back to school and gaining a new skill; the mere thought of change when it’s more comfortable being surrounded by the familiar; and the thought of losing your seniority and a sense of accomplishment without having anything to show for it—is enough to scare the bejeezus out of anyone! Fear immobilizes. It is the one emotion people mask due to the sheer unpleasantness of it. People often use excuses to influence a decision, rather than admit fear. And while the fear isn’t primal, it’s still pure in its form and just as effective.

Job satisfaction is not only important for employees; it is also important for companies. Employers need to help their employees feel more challenged and engaged if they want an upbeat and productive workforce. While it may be true that there are far more job-seekers in the pipeline, an employer’s best asset is still their current employees. Companies can also look to offer more training and education for their employees and foster an environment where change is encouraged and not avoided. If new workers see veteran employees happy, it will improve company retention rates and decrease apprehension.

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