Many employees experience periods in their careers where they feel stagnant, unable to progress, and lacking professional and personal growth. This can trigger feelings of anxiety and self-doubt, causing them to question the decisions that led them to this point.

This experience is widespread. A 2023 McKinsey & Company survey revealed that GCC employees report higher burnout rates and are more likely to leave their jobs than their global counterparts. The same study also showed that GCC employees experience significantly higher levels of distress (55%) than the global average (32%), which can signify impending burnout.

The survey further highlighted a considerable disparity in intent to leave. A striking 36% of GCC respondents plan to leave their current positions, more than twice the global average of 16%. Employees experiencing burnout are four times more likely to intend to leave within the next six months, a figure slightly lower than the global average of six times.

This raises a crucial question: How can an individual distinguish between a temporary bout of burnout and a situation that warrants serious consideration of their career path?

KNOWING THE SIGNS

Eva Aksahin, a workplace well-being coach and psychologist, says employees should consider external benchmarks for ideal career progression.

“Different generations have varying expectations regarding career advancement. Ultimately, the sense of career stagnation must come from within. Key indicators can include unmet career goals, lack of learning opportunities, limited expansion of professional networks,” says Aksahin. “These factors are often accompanied by emotional and behavioral responses such as decreased motivation and efficiency, procrastination, feeling overwhelmed, or increased frustration.”

Nathalie Cooper, Managing Director of Linkk Search and Consultancy FZE, describes a career plateau as a temporary pause in professional growth. It signifies progress but requires additional skills, experience, or opportunities to advance. This differs from a stalled career, where an individual remains in the same role for years, is overlooked for promotions, and feels disengaged.

“The excitement is gone, and work has become routine. It is a means to an end rather than a source of growth or enjoyment; it’s a clear sign that change is needed.”

Ola Elkelany, a people and culture expert and HR consultant, notes that a stalled career becomes evident through feelings and facts, with emotions typically surfacing first, followed by tangible indicators. Initially, an employee may feel bored, unmotivated, and unable to identify new opportunities or challenges.

Over time, this realization is reinforced by measurable signs, such as a lack of career progression, consistently meeting but never exceeding expectations in performance evaluations, and being overlooked for promotions and raises while peers advance. These factors collectively indicate that an employee’s career has hit a standstill.

PRACTICAL STEPS TO CONSIDER 

Aksahin says employees must explore the root cause of their stagnation: competence, networking, organizational structure, or soft skills. The second step is clearly defining the employee’s goals and where they want to go. Are they aiming to broaden their competencies by seeking a lateral move or an industry change, or are they focused on upward mobility?

“Once the starting point and desired position are identified, exploring what it takes to achieve the end goal is equally important. Conducting a SWOT analysis can be an effective way to determine the necessary steps to reach these goals. Based on these insights, a clear plan can be developed and executed.”

Aksahin refers to another beneficial approach, such as seeking mentoring and peer support. These relationships can also provide opportunities for networking and knowledge sharing.

Similarly, Ola believes that employees must be able to self-evaluate to overcome stagnation and move on with their careers once more.

To navigate their growth, employees should reflect on key questions: Where am I now, and why? What do I aspire to achieve? How can I get there? Where should I begin? Who can guide and inspire me?

“This self-evaluation helps individuals identify gaps in their profile, set clear goals, and outline actionable steps. Recognizing their potential and market opportunities empowers employees to stay motivated, continuously enhance their skills, and drive their professional growth.”

EDUCATION AND TRAINING

Cooper says that one must start by regaining one’s curiosity to regain momentum. She encourages employees to continuously learn and enhance their value by staying updated on industry trends, earning certifications, or developing unique skills.

Sharing insights, contributing fresh ideas in meetings, and actively engaging in discussions help establish a proactive professional image. Supporting overwhelmed colleagues or volunteering for cross-functional also keeps employees visible and fosters strong workplace relationships.

“Career growth isn’t about waiting for a promotion; it’s about making yourself indispensable, appreciated, and visible.”

The job market is rapidly transforming, driven by the emergence of new skill requirements. The World Economic Forum’s 2023 report indicates that 44% of current jobs require re-skilling within five years. Likewise, employer expectations around continuous learning have evolved significantly, with once-specialized skills becoming obsolete.

Aksahin explains that in today’s AI-driven digital economy, employers are shifting their focus beyond hard skills, emphasizing a well-rounded set of soft skills to meet the changing demands of the workplace.

“It is always advisable for individuals to reflect on their past experiences and explore which aspects of their previous careers can be transferred to a new job in a way that enhances their suitability for that position,” she adds.”

THE POWER OF NETWORKING

Networking isn’t just helpful—it’s essential, notes Cooper.

“Too many professionals only think about networking when they need a job, but by then, they’ve lost valuable momentum. The best opportunities—internal promotions or hidden roles—are often filled before they even hit the job boards.”

Cooper advises employees to stay connected with former colleagues, recruiters, and industry leaders to ensure you’re on their radar when opportunities arise. “Your network isn’t just who you know—it’s who knows you and what you bring to the table.”

Ola says networking provides employees with insight into the market and the job opportunities available to them. It’s also a chance to be inspired by different people’s experiences and success stories.

“Community gatherings, conferences, seminars, and alumni events are great opportunities to embrace change and build a strong network. One of the most effective strategies for career growth is fostering good relationships with colleagues,” Ola notes.

HABITS TO PRACTICE

Discussing habits employees should adopt to avoid another period of career stagnation, Aksahin advises employees to create opportunities rather than wait for them, suggesting a structured career progression plan with milestones at 1-2, 5, and 10 years. This plan should focus on professional goals and consider how they align with an individual’s broader life aspirations.

“How does this plan serve the individual while considering other aspects of their life? When career goals align with personal values, the individual will likely find fulfillment in their career and overall life.”

Ola adds that continuously upgrading skills and staying informed on industry trends is essential to maintaining career momentum. She also stresses the importance of work-life balance.

“Burnout can hinder career progress, so take care of your mental and physical well-being. Don’t wait for opportunities to come to you—actively pursue them.”

Cooper notes that preventing career stalls starts with choosing the right employer. “Before accepting a job, research the company’s culture and employee progression.”

“Talk to former employees if you can. A company’s growth mindset impacts your own. Align with organizations that invest in their people, and you will build a career that moves forward—not one that gets stuck,” she adds.