![]() ![]() ![]() U-turns facilitate internal reflection and growth once we recognise that we are stuck in any situation. Instead of focusing on external circumstances and avoiding problems, one strategy I recommend to my clients is to take a 180° turn to face them and examine yourself. ![]() Think it over, how responsible are you? Taking the U-turn One solution is to authentically question responsibility. Neither employees nor employers take full responsibility and problems repeat. An HR focus on generic values and behaviour charts, performance management training or structural reform systems does not solve root problems in human relationships. Knee-jerk contract terminations contribute to high turnover rates (also known as churn) and low work satisfaction indices. Just not every time there is a workplace problem. Over one working life, people aged between 18 and 75 can now expect 17 employers and 5 career changes on average! In February 2021, the Australian Bureau of Statistics concluded that t he most common reason people left a job was to simply get a better job or because they wanted a change.Ĭaveat: leaving particular workplaces is appropriate for specific people in specific situations. Market research in 2020 showed that more people are voluntarily moving jobs more often than ever before. The cost goes beyond the individual and impacts our society and economy as a whole. Disgruntled human resource professionals and employers who stay may lose heart and… more staff. Disgruntled employees who leave may necessitate expensive re-hiring and re-skilling processes. Taking a broader view, negative work experiences affect both employees and employers with cumulative impacts. Troubled thinking returned: “My team and I are doing the hard work but get no recognition I want more honest conversations but can’t talk to my boss”. ![]() However, my new boss did not seem interested in the organisation or what the team was doing to strengthen our impact. My new role forwarded my commitment to team-work and research excellence. I’d recently won a great job in a respected public agency. I was over it and quit, hoping my next work environment would better suit my skills and interests.Ī decade passed. I got stuck in a nightmare crying with despair, blame, shame and failure to exercise my power and influence. I wanted cooperative team relationships but found them complicated and competitive instead. I had repetitive, troubling thoughts: “if only I could bypass my manager I should talk to the boss I want to address the underlying issues but they do not I’m not getting anywhere I just want to do my job properly”. But a year in, the day-to-day reality was a slog. I anticipated rewarding and challenging opportunities to apply my skills and make a real difference. Landing my first dream job raised my hopes sky-high. It may help with getting unstuck and facing work fiascoes.Ĭonsider my story. Last, I provide a self-assessment exercise. First I share my own experience, then examine widespread workplace tensions and a possible solution. In my capacity as a career and leadership coach, I see browned off and burnt-out professionals stuck with painful employment problems. This article examines why it’s important to reflect and respond instead of reacting to every challenging work circumstance. When faced with difficult career transitions, vexed workplace relations and no clear answers, it is common for people to ask themselves: do I soldier on or quit my job? Quick reactions and limited options may lead some people to new employers or positions, only to find old issues recurring. ![]()
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