“Should I stay or should I go?” is a question many professionals ask themselves at some point in their careers—and often more regularly than they would like to admit.
Research from the London School of Business and Finance found that almost half of UK professionals wanted to change jobs, while more than one in five were considering a career move within the following 12 months.
Yet despite feeling dissatisfied, many people remain in roles that no longer challenge, fulfil or support them.
This is often because they focus on the wrong questions.
When evaluating a job, it is natural to consider salary, security, status and how the organisation is perceived by others. These factors matter, but they do not necessarily determine whether the role is right for you.
A well-paid and secure position can still leave you disengaged. A prestigious company name may impress other people while doing very little for your own sense of purpose or progression.
To assess whether it is time to stay or move on, ask yourself three more meaningful questions.
A fulfilling role should require you to think, learn and solve problems.
You will not feel inspired every minute of every working day, and no job is endlessly exciting. However, you should spend a meaningful proportion of your time engaged in work that stretches your abilities and encourages development.
Ask yourself:
If your responsibilities have become repetitive and there is little opportunity to grow, boredom may begin to replace motivation.
Before leaving, consider whether greater challenge could be created within your current organisation. You may be able to take on a new project, gain a qualification, move departments or discuss progression with your manager.
However, when no realistic development path exists, it may be time to explore other opportunities.
Fulfilment comes from understanding why your work matters.
This does not mean every role must change the world. Purpose may come from helping customers, supporting colleagues, improving a service, solving problems or contributing to the success of an organisation you respect.
Consider:
When the answer is consistently no, motivation can become forced. You may still complete the work, but it requires far more energy because there is little genuine connection to the result.
A temporary loss of motivation does not always mean you need to leave. Workload, burnout or a difficult project may be affecting how you feel. Look for patterns over time before making a major decision.
The right role in the wrong environment can still become deeply frustrating.
Your workplace should allow you to contribute, develop and feel respected.
Ask yourself:
A supportive environment does not mean an easy one. Strong workplaces can still be demanding, but expectations are clear, contributions are recognised and employees have the support needed to succeed.
If the culture consistently undermines your confidence, limits your contribution or conflicts with your values, changing jobs may be the healthiest option.
Salary, benefits and job security are important, particularly when you have financial or family responsibilities.
However, they should be considered alongside:
A higher salary may not compensate for constant stress, poor management or a complete lack of progression.
Equally, leaving a stable role without a clear plan may create unnecessary pressure. The aim is not to make an impulsive decision, but to understand what you need from the next stage of your career.
Before resigning, consider whether your concerns could be addressed.
You might discuss:
A constructive conversation with your manager may reveal options you had not considered.
If the organisation cannot—or will not—address the issues that matter most, you will have stronger evidence that a move is appropriate.
Do not leave simply to escape a difficult week, and do not stay purely because change feels frightening.
Think carefully about:
This will help you search for the right opportunity rather than accepting the first available alternative.
You are ultimately responsible for the direction of your career.
No role will be perfect, but you should feel challenged often enough to keep developing, fulfilled enough to remain motivated and supported enough to perform at your best.
When one of these areas is temporarily missing, it may be possible to improve the situation. When all three have been absent for a sustained period, it may be time to move forward.
At Maxwell Stephens, we support Facilities Management professionals at every stage of their careers. Whether you are ready for a new challenge or simply want an honest conversation about your options, our team can help you understand the market and identify opportunities aligned with your ambitions.
If you'd rather we came to you when something suitable lands, send us your CV and we'll keep you in mind.
