Kündigung: „Ich langweile mich zu Tode in meinem Job“ – Die Gefahr der inneren Kündigung

Johanna Kohler, a 36-year-old marketing manager, feels bored with her job every morning. She spends her time checking emails and finding distractions to avoid the monotony. This situation is causing her stress, but she is reluctant to change due to fear of missing out on job opportunities. Despite having good references and experience, Kohler has not found a suitable job opportunity. She remains at her current employer, even though she becomes increasingly dissatisfied and demotivated at work.

This situation is common among many employees on the job market. According to a survey by the Xing job platform, more than a third of the 3,400 employees surveyed are considering switching jobs. However, only 8% of respondents plan to take concrete steps towards changing jobs. Job security is the main reason cited by two-thirds of the respondents for staying with their current employer, while only 39% are motivated by appreciation from their employer.

Stefanie Bickert, a career expert at the job platform Indeed, explains that safety has become a higher priority for many people. "During difficult times, we prefer the familiar, even if it may not be beneficial for us." The job market has become significantly tougher, with the number of job offers shrinking by 3.9% in the second quarter of the year, and the lowest level in five years.

Companies are not only hiring fewer people but also laying off positions. It is a challenging time for job seekers, as companies are reducing their workforce and cutting positions.

Bickert advises that quitting a job without having another job in sight poses a significant risk. "If someone quits without a new perspective, they face greater risks compared to a few years ago." When someone wants to change jobs but sees no prospects, Johanna Kohler is in a new and unique situation. She has changed jobs before, not because she was forced to but because she sought a new challenge. Initially, she was pleased as her employer's culture changed, and she received fewer responsibilities.

Kohler has been looking for a new job, sending out multiple applications without any response. She begins to doubt her value, experiencing increasing self-doubt. Maria Bergler, a career coach and former McKinsey consultant, has encountered similar cases. Many of her clients are currently looking for a new job. However, in middle management, especially in the industrial sector, opportunities are limited.

Bergler mentions that 40% of companies have cut positions in middle management over the past twelve months, according to a recent analysis by market research firm Civey for the Handelsblatt. "The fear of unemployment is significant, and many remain in their jobs, even if they are not a good fit." This creates a vicious cycle, as scarce good jobs make the job search more challenging and negatively impact self-esteem.

"People often underestimate their worth and believe they cannot find a better opportunity elsewhere," says Bergler.

Thomas Rigotti, an organizational psychologist and director of the Leibniz Institute for Resilience Research, speaks of a "workplace login." Psychologically, it is not necessarily the decision to stay that is problematic, but the feeling of having no choice. Discontented employees may become less engaged with their organization, less likely to share ideas, avoid additional responsibilities, and limit themselves to contractually required actions.

Some even maintain their performance at the cost of exhaustion, rumination, and a lack of recovery. High resilience, or strong inner strength, can help, but it should not be seen as a shield to avoid change altogether.