Professional frustration has become palpable and widespread across all organizations, sectors, geographic regions, and demographic groups. People are dissatisfied with their careers, and only 20 to 30% of employees feel engaged in their work .

Studies on burnout and job turnover, along with surveys such as Deloitte’s Millennial Survey , reveal that many workers seek meaningful roles but struggle to find them.

Beyond dissatisfaction, many are confused by the abundance of often contradictory career advice. Experts urge professionals to be authentic ones, then advise them to create specific work identities to manage office politics.

Professional career and work reality

The professional agreement – ​​the tacit agreement between employers and employees – is changing, driven by three metatrends:

1. A few decades ago, organizations began promoting the idea of ​​employees owning their careers . This shift toward career self-management ended up being, in part, a way to reduce job security and traditional career progression. Unfortunately, professionals weren’t truly taught how to own a career. So, it’s no wonder many employees feel frustrated and skeptical. And this is only going to increase in the world of AI.
2. The very nature of work is constantly evolving. Models such as outsourcing, the sharing economy, and freelancing, to name a few, offer opportunities for flexibility and autonomy but are unstable and uncertain
3. The new work reality requires a new mindset. Having a tailored career means making strategic decisions, being able to quickly learn new skills, and being open to opportunities and change. This depends on each individual’s ability to adapt and embark on their personal professional journey.

Navigating this work environment can be daunting, especially without realistic guidance on how to succeed, despite the variety of self-help literature (much of which is anecdotal and offers incomplete advice or simply perpetuates false traditions about career advancement).

Many employees now understand the reality that professional outcomes are not inherently fair, and that good things—at least in the modern world of work—don’t always come to those who work hard and wait. But it doesn’t have to be that way.

To improve your professional career

The topic of career management and development is increasing, and will continue to increase, its presence on organizations’ agendas. In an article published in early 2022, LinkedIn CEO Ryan Roslansky noted that improving talent retention through career development is a strategy to address:

1. The looming skills shortage in fields created by new technologies.
2. The challenge of retraining and reorienting millions of workers whose jobs could be jeopardized by technological change.

We have developed a model based on four cornerstones that encompass the different actions that can be taken to improve one’s career .

These actions can influence the current situation ( investing in today ) or future options ( imagining tomorrow ). The other dimension is whether the action is largely under one’s own control (internal) or requires interaction with others (external). At the intersection of both axes are the cornerstones of success (career visionary, value creator, brand builder, opportunity seeker), which are also closely intertwined.

For example, without a clear personal definition of professional success, you can’t choose the right path; without doing great work, you can’t build a sustainable personal brand; without a strong and diverse network, you can’t easily expand your options, and so on.

Planning and commitment

To benefit from career advice and insights, you need to actively engage with them and put them into practice. For example, an important step is to plan a career path and consider alternative routes that career could take.

A common challenge in this process is finding compromises. Consider examining your personal limitations (e.g., education, your spouse’s career, caregiving responsibilities) both now and in the future. This long-term play exercise can clarify when to accelerate or decelerate your career.

Many find that organizing their normally scattered professional thoughts can align them into an orderly structure, from which new options, next steps, and opportunities often emerge. Armed with these insights, you can set clear career goals and identify the essential behaviors for professional success that you are lacking. This will allow you to develop simple, specific actions to achieve your goals.

For example, if you want a promotion but don’t have the support of senior management, you can strengthen your network and amplify your personal brand. If your goal is to work fewer hours while maintaining the same income, you could explore ways to increase your options and enhance your value proposition to the company.

The moment of truth

In our work with professionals across various industries, we’ve observed several moments of truth that often mark a turning point in people’s careers. The most impactful of these aha moments is when professionals realize that:

• Professional success is whatever you define it as; it’s deeply personal, and therefore not about meeting someone else’s—or society’s—expectations, but about aligning your professional life with your personal values ​​and goals.
• It’s important to take a long-term perspective on your career and balance immediate needs with future aspirations.

Career management should be considered a lifelong companion, just as we now readily accept the importance of continuous learning. Careers are dynamic—not static—and must evolve as we do, influenced by personal growth and industry changes.

Staying alert to these changes and regularly reflecting on your career path—a review as frequent as a regular medical exam, for example—can actively prepare your professional life for the future.

Author Bios: Sergey Gorbatov is Professor of Leadership and Human Resources Management and Angela Lane is Professor of the Talent Builders Program both at IE University