This document discusses career unrest, which is a sense of dissatisfaction with one's work that many people experience at different stages of their career. Career unrest can last from a few months to several years and can be caused by issues within the work environment, the nature of the work itself, or internal factors within the individual. When experiencing career unrest, people have options like making their current job more satisfying, changing positions or careers, or changing their perspective on their career. Midlife unrest is also discussed as a related phenomenon, with studies finding that 75-80% of professionals experience significant midlife unrest around their career.

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TRANSITIONS
Experiencing Career Unrest?
Most of us do during our career
By Russ Jones
Nearly everyone at some point in their career goes through a period or periods in which their direction
is unclear or they are feeling a level of dissatisfaction in their job or career. Career unrest is a sense of
dissatisfaction associated with one’s work and can take several forms: 1) work environment unrest, if caused
by the job or organization 2) career/function, if due to the nature of the work; and 3) career/ self unrest, if
the issue is within the individual.
Career unrest happens to many people; in fact, at different career stages, nearly all of us. It can happen in
a person who is emotionally stable or in someone who is having emotional difficulties.
Career unrest is more than a momentary concern. It usually lasts for at least a few months and sometimes
as long as several years. In my observations, it typically lasts from one to three years.
Career unrest can manifest itself either very sharply and painfully or as an anxious and uneasy feeling. The
cause can be either from within the individual or within the environment. Any one or a combination of
the following three conditions can lead to career unrest: 1) normal change and development 2) unrealistic
needs or expectations, individually or organizationally; or 3) a less than adequate coping system for the
circumstances.
When career unrest occurs, individuals have at least four options:
1. make their current positions more satisfying or productive
2. leave their current position and possibly leave their organization
3. change careers
4. change the way they view their career
Organizations can turn the negative consequences of career unrest into positive contributions.
In many cases, midlife unrest is related to career unrest, although, it is certainly not always the case. Much
has been written about midlife unrest (crisis). Our culture does not recognize the extent of midlife unrest and
its impact on career unrest. The primary reason is that individuals, who are experiencing it, don’t talk about
it. Studies have shown that 75 to 80% of the professional population experience significant midlife unrest.
Yet at least three out of four people experience it, most keep it a secret, though probably at a significant
psychological cost.
What is becoming generally known, though long known by psychologists, is that as people grow and
develop normally, their interests, values and expectations change. A middle aged person goes through a
period of growth and adaptation. Change leads to dissatisfaction and sometimes the dissatisfaction centers
on one’s career. Change in terms of midlife unrest can and should be a positive change—a sign of growth
and development. On the positive side, most well educated professionals generate their own growth rather
than stagnate.

2. Midlife unrest is typically based on self questions and self doubts. These concerns result in periods of pain
and turbulence. These can become visible, though not always. In either case, they are certainly recognized
by the individual experiencing them.
This career/self unrest comes in several forms: burnout, hesitation, and/or apathy. The central meaning
of burnout is really the loss of interest and creativity. People who are suffering from burnout may lack
commitment, dedication, energy or motivation. Frequently, panic sets in and tasks that were easy become
difficult or impossible to do.
Hesitation is more subtle than burnout. Hence it is easier to ignore. In fact, a person experiencing hesitation
often plods onward, constantly reassuring themselves that everything is normal. Unmade decisions pile
up as decisions are postponed while they overanalyze and revisit previous decisions and over focus on the
facts to make decisions that will affect the future.
The third form that career/self unrest takes is apathy. In the words of the late BB King, “the thrill is gone”.
Work just isn’t fun anymore. The dissatisfaction is typically not with career, organization or other external
factors, but within the person.
The primary cause of career/self unrest might be simplistically labeled as increasing age. It is typically the
result of continuing change and development that occurs in most professionals. As individuals begin to
reflect on the “aspiration-achievement gap” it becomes more obvious.
The “aspiration-achievement gap” is a measure of two kinds of frustration. One is the frustration that
career goals have not been achieved, while the other is the knowledge that important dreams and ideas
were pushed aside for more practical considerations. Although now out of reach, they are not forgotten.
Even those who achieved what they aspired, remember what they had to give up.
One of the most frustrating and frequently encountered producers of career/self unrest is the recognition
that “success” has been achieved at the price of values and relationships which they had no intention of
violating. And last but not least, as individuals attain mid-life and become more aware of their own mortality,
they realize that they have a limited time to achieve their life goals. As my grandfather, Edgar Jones, said
to me, “Don’t live your life with regret. Give it every chance to be fulfilling.” Be steadfast to who you are,
be realistic in setting goals and work diligently to achieve contentment in your life.
Russ Jones is a Partner at First Transitions, Inc., a corporate sponsored career transition and executive
coaching firm. He can be reached at 630.571.3311/312.541.0294 or rjones@firsttransitions.com.