NBR Commentary – Mid-Career Blues – 14 Feb 08
Let’s talk about the neglected middle class. Not the middle-income Americans that the politicians are trying so hard to appeal to in an election year, but employees in mid-career, their late 30s and 40s, often with significant tenure. They’re a large segment of the workforce, and they’re largely neglected as employers concentrate on recruiting young workers and retaining older ones with hard-to-replace experience.
It’s a mistake to assume that long-term, uncomplaining, mid-career employees are doing just fine. Our research shows that, compared to younger and older cohorts, mid-careers put in more hours and have too much on their plates. They are less likely to find the workplace enjoyable, to have the opportunity to try new things, or to be satisfied with their managers. Over one-third feel dead-ended, and over 40% report burnout. Many find responsibilities on the home and work fronts to be peaking simultaneously. Others are, upon midlife reflection, frustrated with how their careers have turned out. The more self-reliant may unexpectedly jump ship, but most remain frustrated in place.
Few are immune from the mid-career blues, including managers and top performers. Most older employees report at least one period of mid-career crisis. There may be no prevention of these mid-career blues, but there are cures, usually in the combination of a fresh and energizing assignment and more flexible work arrangements. So pay attention to the middle class, and show them some love, because curing the blues of key employees is good for productivity today and retention tomorrow.
I’m Robert Morison.
Let’s talk about the neglected middle class. Not the middle-income Americans that the politicians are trying so hard to appeal to in an election year, but employees in mid-career, their late 30s and 40s, often with significant tenure. They’re a large segment of the workforce, and they’re largely neglected as employers concentrate on recruiting young workers and retaining older ones with hard-to-replace experience.
It’s a mistake to assume that long-term, uncomplaining, mid-career employees are doing just fine. Our research shows that, compared to younger and older cohorts, mid-careers put in more hours and have too much on their plates. They are less likely to find the workplace enjoyable, to have the opportunity to try new things, or to be satisfied with their managers. Over one-third feel dead-ended, and over 40% report burnout. Many find responsibilities on the home and work fronts to be peaking simultaneously. Others are, upon midlife reflection, frustrated with how their careers have turned out. The more self-reliant may unexpectedly jump ship, but most remain frustrated in place.
Few are immune from the mid-career blues, including managers and top performers. Most older employees report at least one period of mid-career crisis. There may be no prevention of these mid-career blues, but there are cures, usually in the combination of a fresh and energizing assignment and more flexible work arrangements. So pay attention to the middle class, and show them some love, because curing the blues of key employees is good for productivity today and retention tomorrow.
I’m Robert Morison.
