After two years in the same role, the monotony of her work has led Ayesha to contemplate a job switch. However, uncertainty about where to look and how to pursue new opportunities has held her back. Ayesha’s situation resonates with many employees who, despite facing unsatisfactory pay, a lack of fulfillment, a toxic work environment, or a desire to explore new paths, remain stuck in their current roles.
Supporting this, a recent study by Southeastern Oklahoma State University found that although many employees want to transition, 72% stayed longer in their jobs simply because they did not know how to switch careers.
This ambiguity not only keeps employees in undesired roles for extended periods but also takes a toll on their mental health, often surfacing as poor performance, doom-scrolling, and procrastination at work.
Why many employees lack clarity about their future career paths
Uncertainty during a job search often stems from limited awareness of current job market trends and evolving role requirements. Once employees settle into a role, many gradually become comfortable and stop actively upgrading their skills, building professional networks beyond their immediate workplace, investing in their personal brand, or keeping up with what skills and roles are in demand.
Over time, this disengagement from the broader job market makes future career moves feel unclear, risky, and harder to navigate.
In addition, sometimes the perks of a familiar workplace, like strong camaraderie with colleagues, job stability, flexibility, and an established routine, further hold them from stepping out, even when they feel unfulfilled or ready for change.
Breaking the deadlock: How employees pondering a switch can move forward
When employees begin to contemplate a job switch, the first and most important step is gaining clarity on why they want to move. This requires separating genuine career dissatisfaction from temporary frustration, peer pressure, or the comfort of familiar incentives tied to the current role. Being honest about what is no longer working and what still holds value helps eliminate confusion and prevents impulsive decisions.
Once that clarity is established, employees can take these practical steps to move forward:
- Assess the motivation behind the switch. Evaluate whether the desire to leave is driven by long-term career stagnation or external influences such as peer comparisons or short-term dissatisfaction.
- Explore internal options first. If growth feels limited, initiate conversations with managers about role expansion, learning opportunities, or lateral moves before deciding to exit.
- Define the desired transition. Clearly identify the type of role, industry, or function you want to move into, rather than applying broadly without direction.
- Invest in reskilling and exposure. Focus on acquiring relevant skills, certifications, or project experience that align with your target role.
- Build networks and apply strategically. Strengthen professional connections outside your current organisation and apply for roles selectively, with a clear narrative around your transition.
What roles organisations can play in supporting employees in such situations
For organisations and leaders, losing a skilled talent is rarely a positive outcome. Retention, therefore, needs to be a continuous priority, supported by deliberate strategies that reduce voluntary resignations and help employees see long-term growth within the company.
Organisations should primarily focus on retention by taking the following steps:
- Create visible growth pathways. Regularly involve employees in new projects, stretch assignments, or evolving roles that allow them to learn, expand their capabilities, and avoid career stagnation.
- Align pay with performance and potential. Competitive and timely pay increments, along with meaningful appraisals, signal that employee contributions, skills, and impact are recognised and valued.
- Embed role-relevant upskilling. Offer structured learning and development opportunities aligned to employees’ current roles and future career aspirations, rather than generic training programmes.
- Promote flexibility and mobility. Flexible work arrangements and internal mobility options help employees feel empowered rather than confined to a single role or career path.
When staying isn’t the answer: How leaders can support respectful exits
In cases where an employee is clear about moving on and their aspirations no longer align with the organisation’s needs or growth pathways, leaders still have an important role to play.
Supporting a smooth, dignified exit not only preserves relationships but also strengthens the organisation’s reputation as a people-first employer. Leaders can enable positive transitions in the following ways:
- Offer honest career feedback. Help employees understand their strengths, development areas, and potential career fit so they can target roles that genuinely match their capabilities.
- Leverage professional networks. Introduce employees to relevant contacts, mentors, or references who can support their job search and open doors to suitable opportunities.
- Advocate positively in the market. Provide constructive recommendations and speak authentically about the employee’s contributions, reinforcing their credibility and confidence during the transition.
A shared responsibility: Knowing when to stay, and when to let go
Ultimately, deciding whether to stay or leave requires both introspection and honesty. For employees, the question is not simply whether they are unhappy, but whether their current role still offers learning, progression, and alignment with their long-term goals, or whether discomfort stems from deeper stagnation that no longer feels solvable internally.
For organisations, repeated disengagement, declining initiative, and silent attrition are often signals of cultural fault lines rather than individual shortcomings. When employees hesitate to leave yet struggle to stay motivated, it points to a need for clearer growth pathways, stronger career conversations, and a culture that values transparency over inertia.
Addressing career uncertainty early, on both sides, can turn emotional exits into thoughtful transitions or prevent them altogether.