I am willing to bet that if you asked any roomful of people (anywhere!) to raise their hands if they are happy and satisfied with their jobs, most people would not raise their hand.

Ask the same people if their career choice was a conscious and purposeful decision aligned with their passions and natural abilities, prepare for a chorus of nervous laughter, awkward shuffling, and a few regretful cries of, “I followed the path of least resistance, but now it’s more like the path of least existence!”

In our contemporary discourse about the future of work, it is crucial to address this issue that often goes unacknowledged: an overwhelming majority of people express discontentment with their chosen careers. This disconnection between personal aspirations and professional paths presents a pressing crisis that demands attention from society.

The research is clear:

• Gallup’s report in 2021 indicated that only 20% of employees worldwide feel engaged and satisfied with their work.
• According to the U.S. Bureau of Labor Statistics, the average number of jobs held by individuals aged 18 to 52 is around 12. This indicates that people often transition between different careers throughout their working lives. It’s almost like we’re collecting jobs the way some people collect socks—constantly mismatched and desperately hoping to find a perfect pair but failing miserably!
• Numerous employee surveys and career-related studies, such as those conducted by CareerBuilder, LinkedIn, and SHRM, consistently report that a significant percentage of employees’ express dissatisfaction with their current jobs or feel that their skills are not effectively utilized.

Based on the above it is clear that we have a problem that needs to be addressed by various sectors of society. Below I offer suggestions on what individuals, human resources, businesses and society as whole can do to address this “elephant in the room”.

THE INDIVIDUAL

At an individual level, an emerging idea that has been gaining momentum is the use of design thinking principles to discover the right career for oneself in what is now popularly referred to as “Life Design”. Life Design utilizes design thinking methodologies to help individuals consider key life questions including career, education, and  the meaning of one’s life to create ideal lives.

In their book “Designing Your Life: Build the Best Career Step by Step,” Stanford professors Bill Burnett and Dave Evans introduce design thinking as a powerful tool to discover a meaningful career. They address common dysfunctional beliefs that hold us back from growth and happiness. The accompanying image from the book exemplifies a limiting belief about “dream jobs” and demonstrates the transformative power of reframing it into an empowering belief that opens doors to possibilities and personal fulfillment.

In a TED talk on the same topic, Bill Burnett introduces listeners to “meaning making” which is the process of connecting the dots on the considerations of ones’ world and life views in order to create meaning. This involves writing a two-hundred-and-fifty-word statement on one’s theory of work – why you believe work is important and/or why you believe it adds value to humanity.

Next one writes a statement about what they believe about life and its meaning considering things like spiritual/religious beliefs etc. According to Burnett, if one can connect the dots between their life view and work view they will be able to create a meaningful work/career.

This process offers a powerful framework for individuals to discover careers suited to them and to create meaningful careers that align with their passions, values, and purpose.

HUMAN RESOURCES

At a recruiting level, to prevent job mismatch during the hiring process, human resources can employ several effective strategies. Firstly, conducting thorough job analysis and clearly defining job requirements and responsibilities will ensure that candidates are evaluated against the right criteria.

Secondly, implementing competency-based assessments and behavioural interviews can help assess candidates’ skills, experiences, and values that align with the job. Furthermore, involving multiple stakeholders in the selection process, such as team members or supervisors, can provide diverse perspectives and insights. Offering realistic job previews and transparent communication about the role and company culture through employer branding efforts can set realistic expectations for candidates.

BUSINESS AND SOCIETY

At a societal level, while there are many programs in place already to help individuals make the right career choices, for example, career guidance counselling and career fairs, there is still a lot of work to be done. At a collective consciousness level, there needs to be a mindset shift around the value of work in society. Instead of work being touted as a “necessary evil”, it should be seen as a means to personal fulfilment, financial stability and a way to create an impact in the communities we work in.

Businesses should make a more concerted effort to offer internships that add value to individuals in the early career phase and expose these individuals to established professionals as part of their CSR initiatives.

In conclusion, it’s time to dive deep into the core, exploring the very essence of what makes work truly fulfilling by having meaningful conversations and offering ideas for change. In having these conversations, we should not only address the technological and geographical advancements that are currently changing the face of work but drill down to the fundamentals. Work should be something that is meaningful to the individual as this is the first and best way to create true engagement. The individual, governments, businesses and society as a whole have a role to play in ensuring that this is achieved as there are many benefits to be reaped both at a micro and macro level.

About the Author

Pretty Thogo is Head of HR for Retail Group, Botswana’s largest multi-branded food services franchisor. With over 15 years HR experience, Pretty’s passion lies in organizational culture, and in creating employee experiences that allow people to thrive, enjoy their work and make an impact. Pretty is also the CEO for Asamila Employer Branding Agency, a company that helps companies with EVP development, employer branding strategy, organizational culture and employee experience. She also volunteers with an NGO called Youth Alliance for Leadership and Development in Africa. Pretty is a Mom of two and believes that in an alternate universe she is a Librarian whose sole mission is to read every book that has ever been written.