A new study challenges the widely held belief that everyone is faced with a mid-career crises. It shows that job satisfaction traces a U-shaped path, especially among managers and professionals.
The findings of the socio-economic review suggest that assumptions made by society about midlife and work satisfaction should be re-evaluated, especially in terms of how support is provided to employees in their 40s or 50s.
The study used data from four national datasets based in the UK: the UK Skills and Employment Survey (UKSE), the Workplace Employee Relations Survey (WER), the British Household Panel Survey and the UK Household Longitudinal Study. These datasets collectively included responses from more than 100,000 workers in various industries, occupations and regions.
The researchers analyzed both longitudinal and cross-sectional data to provide a detailed picture of how job satisfaction changes throughout the different career stages.
The Mid-Career Challenges
The research shows that midlife – usually associated with people in their 40s or 50s – can be a period of frustration and despair for skilled workers. This decline in job satisfaction, however, is usually temporary and often followed by a rise in job satisfaction as people approach the later stages of their career.
The study highlights the professional and psychological transitions that take place during this time. The study suggests that midlife should not be viewed as a stable phase, but as a period of transition requiring employers to provide thoughtful support. Businesses are encouraged create environments which prioritize career development, personal progress, and fulfillment for workers aged 40 and above. These measures help to alleviate employee dissatisfaction and also lead to a more productive workforce.
Professor Ying Zhou is the lead author of the research and director of the Future of Work Research Centre, University of Surrey. He said: “While dissatisfaction among middle-aged workers is common, it’s important to acknowledge that this experience isn’t universal. Our findings show that job satisfaction for managers and professionals reaches its lowest point in their 40s, but then often rises later in life.
Workers in lower and intermediate occupational classes, however, do not show the same U-shaped pattern. This contradicts the widely held belief that a career crisis occurs at any point in a person’s life.
These insights are important for HR strategies as the UK struggles with an ageing workforce. By addressing the needs of midlife skilled workers, you can improve morale and increase retention.
