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

Johanna Kohler, a 36-year-old marketing manager, feels utterly bored at her job. Each morning, she starts her computer and waits for someone to message her – an event that rarely occurs. To keep herself occupied, she creates her own tasks. This situation, which she prefers not to name due to fear of repercussions, has led her to seek a new job since the beginning of the year.

However, despite her impressive references and experience, she has been unable to find a suitable position. Since she cannot afford to quit without a new job, she remains at her current employer, feeling increasingly dissatisfied and demotivated. Kohler is not alone in facing this issue; she is part of a growing number of employees experiencing this "internal dismissal."

The trend is not limited to Kohler alone. Many professionals across the job market are experiencing a similar dilemma. Despite Germans being known for their job-hopping tendencies, few actually take the leap. A survey conducted by job portal Xing at the beginning of the year revealed that over one-third of the 3,400 respondents planned to change employers, but only 8% had concrete plans for doing so.

The most significant reason for staying put, according to three out of four respondents, was job security. Appreciation from the employer ranked fourth on the list, held by only 39% of respondents.

Stefanie Bickert, a career expert at job platform Indeed, acknowledges the shift in priorities. "Security has become a significantly more important factor for many," she explains. "In challenging times, we tend to stick with what we know, even if it may not be beneficial for us anymore." The job market has become increasingly harder, with the Indeed job index reporting a 3.9% decrease in job offerings in the second quarter of this year, the lowest level in five years.

Companies are not only reducing the number of positions but also laying off existing staff, making it a less-than-ideal time to seek new employment.

Bickert warns that quitting without a new job in sight poses a significant risk. "Those who quit without having another perspective face a higher risk compared to previous years," she states. When considering a change, but having no job in sight, Johanna Kohler finds herself in an entirely new situation. She has changed jobs before, not because she had to, but because she was seeking a new challenge.

Initially, she was made to feel valued, with her 20-member team reporting directly to the management. However, her current employer underwent a change of ownership, and the company culture shifted. Work arrangements regarding remote work were rescinded, and Kohler's responsibilities were reduced. As she applied for job after job, receiving little to no response, she began questioning her worth.

"I increasingly feel that my proven track record and performance mean nothing," she admits. Self-doubt often follows such experiences.

Maria Bergler, a career coach and former McKinsey consultant, has witnessed similar cases. Many of her clients are currently looking for new opportunities. "However, in middle management, particularly in the industrial sector, options are very limited right now," she notes. "The fear of unemployment is immense, and many therefore remain in jobs that no longer suit them."

Bergler emphasizes the vicious cycle: the scarcity of good jobs makes the search more arduous. "Even if it's not necessarily due to one's skills, lack of responses dampens self-confidence," she says. This can lead individuals to underestimate their market value and believe they cannot find better options. The consequences are severe.

Thomas Rigotti, an organizational psychologist and director of the Leibniz Institute for Resilience Research, speaks of a "workplace lock-in." "Psychologically, the issue often lies not in staying put," he explains. "Rather, it's the feeling of having no choice." Those affected experience less control, contemplate more, and develop an increasing sense that their efforts are futile.

Rigotti's statements are supported by studies, which have shown that the well-being of individuals wanting to change jobs but unable to do so significantly deteriorates. He warns of a vicious cycle, stating, "Helplessness reduces the willingness to actively seek solutions, and the absence of change further reinforces helplessness."

In everyday work life, this manifests in various ways. Some employees psychologically distance themselves from the organization, contribute fewer ideas, avoid additional responsibilities, or limit themselves to contractual minimums. Others try to maintain their performance, but at the cost of exhaustion, rumination, and lack of recovery.

While higher resilience may help, it should not be mistaken for the ability to endure indefinitely without change.