{
  "id": 4121786,
  "title": "Kündigung: „Ich langweile mich zu Tode in meinem Job“ – Die Gefahr der inneren Kündigung",
  "url": "https://urgent.news/2026/08/29/kundigung-ich-langweile-mich-zu-tode-in-meinem-job-die-gefahr-der",
  "topic": "business",
  "section": "Business",
  "published": "2026-08-29T05:53:00.000Z",
  "source": {
    "name": "Handelsblatt",
    "slug": "handelsblatt",
    "url": "https://www.handelsblatt.com/karriere/kuendigung-warum-beschaeftigte-immer-oefter-demotiviert-im-job-ausharren-01/100244699.html"
  },
  "original_language": "de",
  "account": "Johanna Kohler, a 36-year-old marketing executive, struggles with feelings of boredom and dissatisfaction at her job. She spends her mornings checking her email, as there are rarely any new messages, and then seeking out her own activities to occupy her time. This situation, which she prefers not to disclose by name, has become increasingly stressful for her. She has always enjoyed working, but recently decided to look for a new job. Despite having good references and experience, she has been unable to find a suitable position. She remains at her current employer, despite growing dissatisfaction and demotivation. Kohler's story is becoming more common among employees. Although Germans remain relatively job-hopping, few are willing to take this step. A survey by the job portal Xing found that over a third of the 3,400 respondents plan to change employers, but only eight percent plan to do so. The primary reason for staying is job security, with only 39 percent valuing appreciation from their employer. Career expert Stefanie Bickert of Indeed notes that security has become a significantly higher priority for many during difficult times. \"We prefer the familiar, even if it may not be good for us.\" Job postings have dropped by 3.9 percent in the second quarter compared to the first, the lowest level in five years due to economic stagnation. Companies are not only hiring fewer people but also laying off employees. It is not an ideal time to search for a new job. \"If someone quits without having a new prospect, they face a greater risk than they did a few years ago,\" Bickert warns. While Kohler has changed jobs before, it was not due to necessity but rather a search for new challenges. She once held leadership positions, managing a 20-person team and reporting directly to the executive team. Initially, her current employer was perfect: Johanna was thrilled and felt fulfilled. However, everything changed when her employer was acquired, the company culture shifted, and she lost responsibility as mobile work arrangements were abolished. Frustrated, she began applying for numerous jobs, but most received no response. Kohler's self-doubt grew, as she felt her qualifications and performance were no longer valued. Maria Bergler, a coach and former McKinsey consultant, has encountered similar cases. Many of her clients are currently looking for new opportunities, but the options in mid-management, particularly in the industrial sector, are limited. \"The fear of unemployment is immense,\" Bergler says. \"Many remain in their jobs even when they no longer fit.\" This creates a vicious cycle: scarce good jobs make the search more challenging, and the lack of positive responses further erodes self-worth, leading individuals to believe they cannot find better opportunities. This has significant consequences. Thomas Rigotti, an organizational psychologist and director of the Leibniz Institute for Resilience Research, refers to this as a \"Workplace Login.\" Psychologically, it is not the act of staying that is problematic; rather, the feeling of lacking options. People experience less control, ponder more, and develop an increasing sense of ineffectiveness. Studies have shown that the well-being of those who want to change jobs but cannot decreases significantly. Rigotti warns of a vicious cycle: \"Hesitation reduces the willingness to actively seek alternatives, and the lack of change further reinforces the hesitance.\" In the workplace, the effects vary. Some employees withdraw psychologically, identifying less with the organization, offering fewer ideas, and avoiding additional responsibility. Others try to maintain their performance, but at the cost of exhaustion, rumination, and lack of recovery. High resilience can help, but it should not be mistaken for a capability to endlessly persevere.",
  "summary": "Aus Angst, nichts Neues zu finden, verharren viele bei ihrem Arbeitgeber, obwohl sie unzufrieden sind. Im schlimmsten Fall kündigen sie innerlich. Experten zeigen Auswege auf.",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 2,
    "also_reported_by": [
      {
        "outlet": "Handelsblatt",
        "title": "Kündigung: „Ich langweile mich zu Tode in meinem Job“ – Die Gefahr der inneren Kündigung",
        "url": "https://urgent.news/2026/08/25/kundigung-ich-langweile-mich-zu-tode-in-meinem-job-die-gefahr-der",
        "published": "2026-08-25T11:04:00.000Z"
      }
    ]
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}