Post by : Anish

Growing Frustration, Silent Resignation

Across offices, work-from-home setups, and coffee shop co-working tables around the world, an invisible yet growing tension brews. Workers are disengaged, burned out, or simply uninspired. Ask around, and you’ll likely find that nearly everyone has, at some point in the past year, fantasized about quitting their job. Some dream of starting over. Others scroll job boards after a hard meeting. The global workplace has changed dramatically since the pandemic, but one question still haunts millions: if everyone’s thinking about leaving, why aren’t more actually doing it?

The answer lies in a mix of fear, financial reality, cultural conditioning, and a strange sense of loyalty to institutions that have not necessarily returned the favor.

The Rise of Career Disillusionment

What once felt like ambition now feels like exhaustion. Across age groups—but especially among millennials and Gen Z—there’s a creeping dissatisfaction with how work is structured. Long hours, minimal flexibility, and outdated management styles have driven many to emotionally check out of their roles. This emotional exit has been termed “quiet quitting,” where employees do the bare minimum to keep their jobs but invest nothing more.

This isn’t always about money. In many cases, people feel undervalued, micromanaged, or overlooked. The promise of purpose and passion in careers has faded. Yet despite the mental disengagement, they remain physically present, sticking to routines that no longer serve them.

Economic Fear is the Strongest Chain

One of the most powerful reasons why people don’t actually quit their jobs is fear—primarily financial. Living costs are rising worldwide, especially in urban centers. Job stability offers health insurance, regular paychecks, and a safety net. Letting go of that feels like jumping without a parachute.

Even those who hate their jobs often admit: “I can’t afford to quit right now.” For families, student loans, or even just rent, the idea of being temporarily unemployed is terrifying. This is especially true in countries where welfare support or severance pay is minimal or nonexistent.

Additionally, the looming threat of recession, layoffs, and AI replacing human labor has only made people more cautious. They may hate their job, but fear of what comes next often outweighs the frustration they feel in the present.

The Myth of the ‘Perfect Job’

Pop culture and social media have also skewed perceptions. Every scroll through Instagram or LinkedIn presents stories of people who left corporate jobs to start bakeries, freelance, or travel full-time. While inspiring, these stories often hide the hardship behind such transitions. For every person who succeeded after quitting, there are dozens who struggled, burned through savings, or returned to the very jobs they tried to escape.

Many workers fantasize about a better job without truly knowing what that looks like. They idealize entrepreneurship, freelancing, or switching industries, but fear the unknown. So they stay. It’s not that they love their current role; they simply doubt whether anything else would be better.

Social Pressure and Cultural Conditioning

In many societies, particularly in Asia and the Middle East, a steady job is associated with status, stability, and maturity. Parents boast about children with “secure jobs,” and quitting without another offer is often frowned upon. Even when people are unhappy, they stick to what’s socially acceptable.

There’s also the fear of judgment. “What if people think I’m unstable?” “What if my resume looks inconsistent?” These anxieties play a large role, especially among those early in their careers. As much as we claim to value mental health and life satisfaction, social systems still reward endurance and penalize risk-taking.

The Power of Habit and Inertia

Another under-discussed factor is psychological inertia. Humans are creatures of habit. Once a routine sets in, it becomes harder to break. You may dislike your boss or dread Monday mornings, but the familiarity of the commute, the daily calendar, the work emails—even the lunch break—provides a rhythm.

This inertia is incredibly strong. Making a big life change requires emotional energy, planning, and courage. People often stay in jobs out of habit. They feel safe in their discomfort because it’s predictable. The energy it takes to look for new jobs, go through interviews, and face rejection feels overwhelming.

Golden Handcuffs and Benefits

For mid- to senior-level employees, there’s another trap: benefits and bonuses. Stock options, annual bonuses, or retirement plans that vest after a few years tie them down. Leaving would mean losing tangible rewards, and many feel stuck until the next payout. These "golden handcuffs" keep employees bound to roles they no longer enjoy, but are afraid to give up.

Even younger employees feel this pressure. A good benefits package—healthcare, flexible leave, upskilling opportunities—can be difficult to give up, even if the role itself is unfulfilling. The fear of starting over from scratch without such perks makes quitting a distant dream.

Workplace Loyalty: A One-Way Street?

Despite everything, many employees feel a sense of loyalty—to their team, manager, or the organization. They don't want to “leave their colleagues hanging” or “cause disruption.” Some feel emotionally invested, especially if they’ve been with the company for years.

However, this loyalty is often one-sided. In the age of sudden layoffs and profit-first decision-making, organizations rarely show the same emotional loyalty back. And yet, many still hesitate to walk away, tied to a sense of commitment that may no longer be reciprocated.

The Psychological Tug-of-War

Ultimately, the decision to quit a job is deeply emotional. It’s a war between logic and fear, dreams and practicality. People know they deserve better, but fear what lies ahead. They want change, but change is painful.

What if the next job is worse? What if I can’t find anything at all? These questions echo in the minds of those contemplating a move. And so, they stay.

Shifting the Perspective

The key to breaking this cycle isn't about reckless quitting—it’s about reclaiming agency. Employees must be encouraged to evaluate their job satisfaction honestly and create a realistic plan for transition. Whether it’s reskilling, building a savings cushion, or consulting mentors, the decision to quit should feel empowering, not terrifying.

Workplaces too must adapt. Organizations that value well-being, offer flexibility, and foster growth are more likely to retain top talent. It’s time for a two-way relationship—where both employer and employee feel seen, heard, and valued.

Disclaimer

This article is a work of original journalism written exclusively for Newsible Asia. It is based on publicly available information, cultural insights, and workplace observations to inform and engage readers. All content is crafted in a human tone and does not represent legal or career advice.

Workplace Burnout, Employee Retention