Did you head into work this morning with a spring in your step?
Or was it more of a trudge?
Thought so… It could, of course, be a case of Monday morning blues, or related to a particular project you have on your plate – but if it’s a feeling you’ve had for a while, it might be high-time you had a serious think about the underlying cause and ask yourself: has my career gone stagnant, or is there still room to grow?
Consultants at Michael Page Recruitment partnered up with career coach Sarah Archer to identify the seven signs of career stagnation – from poor team dynamics to sub-par salaries – and how to solve them.
This quick-fire quiz uses their insights to help you determine how much room you have to grow in your current role, and answer that all-important question: should I stay or should I go?
There are many reasons for career stagnation: it could be a poorly defined career growth plan, lack of communication within the business or low team morale. Whatever the reason, it’s important that you know how to turn stagnation into success.
Sarah Archer, career coach at CareerTree, said, “I have worked with hundreds of individuals who have experienced career stagnation of some form.”
“Often they have waited until things hit crisis point at work and then decided to leave, or have found themselves just drifting in their career with a vague sense of not having fulfilled their potential.”
“The common thread though is that they desire a sense of meaning through their career or organisation.”
“There’s a clear correlation between meaningfulness, which contributes to job satisfaction and the avoidance of stagnation in your career.”
Oliver Watson, Executive Board Director, UK and NA, at Michael Page, commented, “With the majority of individuals spending most of their week at work, it’s fundamental that they are kept inspired and engaged.”
“But spending so many hours busy at work can sometimes make it difficult to stop and see the bigger picture in terms of your career direction.”
“Finding what makes you tick at work with the help of your employer is key to achieving this.”
“Good people are hard to come by, so for business leaders, being able to spot subtle signs of employees who aren’t feeling engaged in their jobs is vital to increase business productivity and creating a happy workforce.”
“Loss of top-performing talent and high turnover rates all have significant impacts on a business’s bottom line, so being able to identify stagnation within employees to pinpoint areas for improvement should be a priority for any organisation.”
