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Why Employee Roles Aren’t For Everyone
When conventional jobs clash with personal strengths and objectives
Only about one-third of the modern workforce is truly engaged in their work. With the prevalence of “quiet quitting,” where employees strategically only do the minimum required for their jobs, many employees today are dissatisfied with their jobs, employees need autonomy in how, when, and where they work, and employee structures often deny this freedom. The personality-job fit theory describes the stress and turnover linked to when the job does not match an individual’s temperament (i.e. you force an introvert into social environment or role). When workers have a choice regarding their engagement, millions of workers have turn to independent contracting or hybrid models that often offer a form of deep engagement and autonomy that traditional employment cannot offer.
The Engagement Gap
Employee engagement continues to be well below acceptable levels in most industries. Surveys show that fewer than 35 percent of employees feel engaged in their jobs, with many claiming they are just “putting in time” and some are outright disengaged. This phenomenon depletes productivity, diminishes creativity, and causes people to rethink their options outside the traditional 9‑to‑5.
