In most cases, a job that carries prestige also tends to be laden with many external motivators. These include high pay, a reputable company name, and a socially prestigious position within an organization. Looking at things from the outside, it becomes clear that this kind of career can be very hard to leave. For that reason, it also explains why so many people tend to stay longer in such jobs compared to other careers. Yet, according to Gallup, sustained employee engagement cannot simply depend on status or monetary reward.
For some employees, there will not be a dramatic moment but instead a quieter one where this realization occurs. In this case, there won’t be an argument or burnout experience. On the contrary, the employee starts understanding that this job doesn’t match what he or she would like to keep developing in terms of lifestyle or work routine.
It all looks good on paper. At the same time, something has happened inside that makes it difficult for this person because the job is perfectly normal for others around. Relatives will respect and even envy the employee’s occupation. So will his or her peers. But there is an internal price for keeping up with it.
The realization is often about lifestyle, identity, or meaning rather than failure
Employees do not leave their prestigious positions for the same reasons. As stated by Statistics Canada and APA studies on the workplace, employees are satisfied with their jobs due to the conditions, sustainability, respect, and manageable demand, but not necessarily because of the pay and prestige associated with their jobs. For one employee, it might be about being exhausted or losing control over their lives.
For another employee, however, it could mean that they lose themselves in terms of their job, where most of their time is spent sustaining the prestige of the title and not on actually doing the work. Gallup’s study on strengths is particularly interesting in this regard because it explains how employees tend to remain motivated when their work matches their natural abilities.
The first common misconception is to think that someone’s exit from a prestigious position implies that they must have been incompetent or unappreciative. The other one is that every phase of dissatisfaction suggests that it is time to quit right away. However, in reality, people can go through phases of disillusionment that finally settle down.
What matters most is the following: what specifically has altered in the dynamics between the employee and the occupation? The response for some individuals will be the latter.
Status can delay career decisions, but it does not permanently solve fit problems
This has an impact by altering how individuals understand discomfort. Employees tend to stay longer in situations where the position provides some sort of social prestige or perceived value for their career goals. Nonetheless, based on Gallup’s survey results regarding workplace engagement, it is clear that meaning, support, and job clarity continue to be critical determinants of workplace engagement, regardless of one’s level in the organizational hierarchy. This explains why some of the exits may seem spontaneous to the outside world, even though they took months or even years to reach that stage internally.
In some instances, leaving might have nothing to do with abandoning ambition at all. Rather, it might be an evaluation of what projects the employee would like to undertake in the interest of moving ahead. Some employees will value flexibility, independence, learning, sustainability, or leisure more after several years in high-stakes positions.
High-prestige jobs are very rewarding and important to many employees. However, high prestige does not mean that an individual is necessarily in the right job forever. Sometimes, employees start asking themselves: What exactly is this role costing me to keep wanting it?
