It has been reported recently that over half of U.S. workers are dissatisfied with their jobs, and problems have persisted unresolved now for 10-20 years without improvements on the horizon. 

A study this year, by Salary.com, indicates 60 percent of respondents were likely to be searching for a new job within the next six months. None of this is surprising, since the U.S. Bureau of Labor Statistics reports the typical American worker holds nine different jobs before age 32.

Have you reached the point where all things considered, job satisfaction seems unlikely and the grass never gets greener no matter how many times you change jobs?

The compilation of studies I have seen suggest that the same dissatisfactions have actually plagued generations of workers: job stress, unpleasant working conditions, long hours, monotony, ineffective supervision, insufficient training, poor internal communication, lack of recognition, rising costs, low pay, and shrinking benefits.

As you would expect, the effects of these issues has produced Increased complaints, psychological disengagement, low levels of involvement and organizational commitment, poor performance, low productivity, high turnover, and illness. In fact, job stress is estimated to cost U.S. business approximately $300 billion annually.

Why Job Dissatisfactions Persist Despite Efforts to Improve Them

In an attempt to fix job dissatisfaction, employers like Riverside County have tried to improve recruitment and selection, develop new hire orientations and training, establish realistic career opportunities, create incentives and rewards to recognize performance and contributions, offer flexible work arrangements, enhance the content of jobs, encourage leadership involvement of employees, and so on.

Regardless of the effort or how it’s packaged, such measures to improve job satisfaction are ultimately intended to benefit the employing organization. So, employer efforts to satisfy (even our own) will never be completely successful or long lasting because satisfaction is dependent upon someone fulfilling a condition or expectation—and the outcome may or may not satisfy. Despite these realities, employees still expect employers to make them satisfied, while employers still feel an obligation to try.  (Yes, it is as amazing to me as it is to you that it has gone on this long. Someone has to say stop… career contentment is up to you the employee.)

Career Contentment is Up to You!

The same efforts on the part of the County and other employers should continue. But in addition, employees should seek guidance to recognize your own career contentment, rather than expect Riverside County or any other employer to make you satisfied. This option always existed but was never broadly accepted as a tangible solution until recently.

Back in the 80’s I went to a 5 day professional conference in Boston which had a general session conducted by a motivational speaker. His first name was Bob, I don’t remember the spelling of his last name, but some of you may know him, it was pronounced Mow-ab. As the focus of one of his primary messages he spoke about how to “grow where you are planted.” He was presenting the theory of what could be called job/career contentment. He said that you had the ability to thrive in the job you occupied, if only you would... 

As we look at it today, career contentment is a state of mind that comes from within; it is not dependent on what an employer provides. That’s why some people can be content in their jobs despite enduring poor working conditions, difficult coworkers, or a bad day. People who have achieved contentment find meaning in their work, are resilient in the face of workplace challenges, and have a vision of how this job fits into long-term career objectives. 

Career contentment means you exercise control over your thoughts, emotions, reasoning, talents, and choices to have and enjoy the career you desire without depending on employers to make you satisfied.  Folks, this is very empowering stuff if you just broaden your thinking to include it.

It seems to me the most persistent questions that arise during a person’s career are these: “Is this all there is?” And, “Am I doing what I’m supposed to be doing?” Employees expect to be made satisfied, but what they really long for is the contentment derived from using their talents to fulfill their calling and purpose. If all they cared about were income, bonuses, and working conditions, many people wouldn’t be in the jobs they have. There’s more to career than employer-provided satisfaction.

Job Dissatisfactions Could Be Insignificant To Your Career Contentment.  

For further information on career contentment I am going to link you out to an article titled, “Job Dissatisfactions Could Be Insignificant To Your Career Contentment.” by Jeff Garton who is a career coach, former corporate HR staff member and he now leads the worldwide Campaign To Retire Job Dissatisfaction. For more information, and to join the campaign, visit: http://www.careercontentment.com.