Some decisions cannot be driven purely by emotion; they require careful and rational evaluation.
Dubai-based Kira Brewer (name changed on request) recalls settling into complacency at her previous job, where nothing was particularly wrong but the routine had become repetitive and unfulfilling. She described her days as predictable and monotonous, saying she knew the work inside out but no longer felt challenged.
She said she remained in the role mainly due to financial necessity and uncertainty about alternative opportunities, despite a growing desire for change. Eventually, she came across a LinkedIn post, applied without expecting much, and was later offered the job, which she accepted immediately.
She added that she believes in securing another opportunity before leaving a current job, especially when financial responsibilities are involved, noting that it is important not to resign without a backup plan, even if the current role feels unfulfilling.
The risks of making a career decision too quickly
When employees start imagining resignation during stressful workdays, they often assume the job itself is the problem. However, experts warn this can come at a significant cost if the decision is made hastily.
According to Dr. Rima Bizri, one of the most common mistakes professionals make is rushing into a job change without fully understanding the root cause of their dissatisfaction.
She advises against quick decisions, stressing the importance of identifying the real reasons behind the urge to leave. In some cases, the issue may not be the role or organisation itself, meaning resignation may not be the right solution.
She adds that situations that feel like dead ends can often be improved through new responsibilities, internal mobility, or training opportunities. Many employers are open to supporting employee development but may not realise their staff feel stuck. She also suggests that open and honest discussions with managers or workplace counsellors can often help resolve underlying concerns without the need to resign.
Before exploring opportunities outside an organisation, it is important to honestly assess whether all internal avenues for growth have been exhausted. Only after confirming that one has fully utilised available options does it become reasonable to consider a move elsewhere.
Exploring alternatives does not necessarily mean immediate resignation; rather, it involves understanding the job market and one’s position within it. Having clarity about external opportunities helps protect career autonomy and ensures decisions are made from a position of awareness rather than urgency.
Dr. Rima Bizri notes that the most appropriate time to assess the market is before a person is under pressure to make a quick decision.
She also highlights that dissatisfaction is not always linked to the job itself. In some cases, employees may be experiencing burnout, where emotional and physical exhaustion distorts perceptions of work and leads to a sense of persistent unhappiness.
Dubai-based Ellen Mannaert adds that many career decisions are made when individuals are physically and emotionally drained, which can lead to choices that feel different once recovery sets in.
She says her first step when feeling stuck is to question whether the issue lies in the job itself or within her own state of mind, calling it the only truly honest starting point.
She also highlights research suggesting burnout remains widespread, particularly among senior women in leadership roles. Citing McKinsey’s 2025 report, she notes that around 60% of senior-level women report frequent burnout — the highest level recorded — meaning many career decisions are being made while individuals are already mentally and emotionally depleted.
She argues that meaningful career choices cannot be made clearly until personal patterns and emotional states are understood. For that reason, she avoids making major decisions when exhausted, overwhelmed, or reacting to external pressures.
Instead, she writes her thoughts down and revisits them later, asking whether she would still want to leave after a period of rest, financial stability, and emotional clarity. If the answer remains yes, she considers the role no longer right. If it is uncertain, she treats it as a sign that the issue may be internal rather than external.
When to consider staying in your job
Dr. Steven Glasgow emphasises that perspective is critical before making any career move.
He suggests asking two key questions.
The first is: “Am I truly unhappy with my role, or is this only a temporary phase?” He notes that every career has difficult periods, including failed projects, difficult managers, and workplace politics. While it is natural to feel frustrated and even consider resigning in those moments, he warns against making decisions based purely on emotion.
The second question is: “Am I in the right place in my life for a major change?” This encourages individuals to consider broader personal circumstances—such as financial stability, responsibilities, and timing—before deciding to leave a job.
Together, these questions help distinguish between short-term frustration and a genuine need for long-term change.
Career transitions rarely happen in isolation; they are influenced by family responsibilities, financial uncertainty, and personal circumstances that must be weighed carefully before making a decision. Experts note that there is seldom a perfect time to change jobs, but some periods are more suitable than others, and waiting is often a valid option.
The key message is that staying in a role is not always a permanent choice, but in some cases, it can be wise to allow the current position time to improve before concluding it has reached a dead end.
Ellen Mannaert explains that individuals often struggle with career decisions because they closely tie their identity to their job title, company, or professional image. She suggests separating personal identity from professional role in order to gain clarity about key factors such as long-term prospects, work environment, and personal direction.
She adds that once this separation is made, it becomes easier to evaluate the situation more objectively—considering elements like team dynamics, future workload, and whether the role aligns with who you want to become over time.
However, she also notes that while patience is important, there are clear warning signs when staying may become riskier than leaving. Career experts emphasise that decisions should be based on patterns of dissatisfaction rather than isolated bad days.
Dr. Rima Bizri says it may be time to start planning a career move when the gap between an individual’s growth needs and what the organisation can offer becomes ongoing rather than temporary.
She outlines several warning signs that may indicate it is time to reconsider your role:
- Your learning curve has flattened, and the work no longer feels challenging or stimulating
- Opportunities for development, such as promotions, training, or new responsibilities, appear limited or unavailable
- You receive little meaningful feedback, leaving you without a clear sense of progression
- You feel increasingly uncomfortable with the organisation’s values or practices
- Your skills feel underutilised, with your potential contribution exceeding your current role
- You lose curiosity about your work, which is often a strong indicator of disengagement, according to Ellen Mannaert
- You no longer actively support or recommend your employer
- You experience physical or emotional stress signals such as anxiety, poor sleep, or irritability
- You shift into “survival mode,” focusing only on getting through the workday rather than contributing meaningfully
She warns that if these patterns are ignored, they can lead to burnout. As Mannaert notes, many people delay action until burnout effectively forces the decision for them.
Dr. Steven Glasgow adds that professionals should ask two key questions: whether dissatisfaction is temporary or persistent, and whether they are in the right personal and financial position for a major life change. He cautions against making career decisions purely based on emotional reactions, as many difficult phases eventually pass.
Why staying isn’t always the safer option
Conventional career thinking often frames the decision as a simple trade-off: staying equals stability, while leaving equals risk. However, experts say the reality is far more complex.
Ellen Mannaert explains that staying in a job is itself an active decision, not a neutral or risk-free choice. While professionals often focus on the risks of changing jobs, they frequently overlook the potential downsides of remaining in the same role.
These can include missed opportunities, limited career development, reduced earning potential, and declining motivation—all of which can gradually impact long-term career growth.
To help professionals assess these trade-offs more systematically, Dr. Rima Bizri introduces a framework called DWFE, which evaluates four key dimensions: Development, Wellbeing, Fit, and Employability.
The framework encourages professionals to reflect on four key questions:
- Is the role helping you grow?
- Is it supporting your wellbeing?
- Do your values align with the organisation?
- Is the position strengthening your future employability?
It emphasises that a strong role should build long-term market value and expand future opportunities, rather than confining someone to repetitive routines. While compensation is important, it should not be the only factor driving career decisions.
How to assess whether a new opportunity is better
Dubai-based Nisha Chaudhary recalls facing this exact dilemma two years ago—choosing between staying in a comfortable role or moving into a more challenging but unfamiliar opportunity.
She says she was ready for change and eager for new challenges, but needed to ensure the opportunity was genuinely worthwhile. For her, the decision also had to take into account family wellbeing, making it essential not to treat the move as an impulsive choice but as a carefully evaluated step forward.
She says she eventually made the move, but only after spending considerable time carefully evaluating the decision. She explains that she kept researching the role’s long-term value, speaking to others, reading reviews, and gathering as much information as possible to ensure she was making the right choice.
Experts suggest that when considering a new opportunity, it is important to first assess whether the role genuinely supports professional growth. Dr. Rima Bizri advises looking at whether the position offers deeper responsibility, exposure to strategic work, meaningful learning opportunities, and access to people or projects that can accelerate development.
A useful test is whether the move aligns with your long-term career narrative. If the role feels disconnected from future goals, it may represent a lateral shift rather than real progression.
Career experts also caution against being influenced only by the excitement of change. Dr. Steven Glasgow stresses the importance of due diligence, noting that organisations can present an idealised picture during recruitment that does not always match reality.
He recommends investigating workplace culture, employee retention, and internal progression—such as how long staff stay and whether they actually advance within the organisation.
He also suggests asking direct questions about career growth, including what progression looks like and how the company supports development over time.
Ellen Mannaert takes a more practical approach, advising candidates to study the role in detail by observing the day-to-day reality of the position, not just the job description. This includes understanding workloads, stress levels, and team dynamics to get a realistic picture of the role.
Experts agree that the best time to explore opportunities is before urgency forces a decision. Rather than resigning impulsively, professionals should first understand the market and their options. If repeated efforts to improve a role over time show little progress—often around a year or more—it may be a sign that it is time to move on.
Ellen Mannaert frames career decisions as a matter of leverage, saying that the strongest moves are made when they are not driven by necessity. As she puts it, professionals should explore opportunities from a position of strength rather than desperation.
She adds that some of her best decisions came when she was not under pressure to change roles, emphasising the importance of maintaining optionality and control over timing.
Practically, she suggests a simple but effective approach: update your CV, refresh your LinkedIn profile, benchmark your skills against current market standards, speak with recruiters, reconnect with former colleagues, and have honest conversations with people already working in roles you are interested in.
