Tapping Into the Power of “If Only …”

What did you dream of becoming when you were a child?
And how close have you come to achieving that dream?

If your answer is “nowhere near” you’re not alone! In fact, only one in ten Americans say they are working their ‘dream job’.

This reality gives rise to frequent “if only…” moments for employees. “If only I’d stuck with that course.” “If only I’d studied for a different degree.” “If only I’d chosen that career path instead of this one.” The list goes on.

Research has found that a whopping 94% of employees regularly think about these alternate paths, with only 6% claiming they never or almost never entertain these thoughts. Indeed 21% of workers reported that they have these “if only” thoughts “often” or “almost always”!

And this is having a direct impact on business performance, as these employees tend to be more distracted, daydream more frequently, take breaks and days off more often, are less engaged, and are more likely to be searching for other jobs.

In today’s world, it’s easy to fall victim to this spiral of thoughts due to the multitude of choices we constantly face. LinkedIn’s Easy Apply option, for example, makes speculative applications for a new role simple and undemanding.

This may be a great way for an individual to scratch their “if only” itch, but it has driven a surge in the ‘apply anyway’ trend, with a 2023 report finding 73% of recruiters reporting a lack of qualified applicants for roles as the biggest challenge in the hiring process.

Given all of the above, it crucial for employers to address and redirect these “if only” thoughts into creative and innovative outputs. Here are some strategies to consider:

• Recognition: Acknowledging employee contributions is essential for boosting engagement. Quantum Workplace conducted research which discovered that when employees believe management will recognize their efforts, they are 2.7 times more likely to be highly engaged.  By regularly reminding employees of their value to the company and demonstrating how their work directly contributes to the business’s success, employers can reaffirm that their job matters and the choices leading them there were meaningful.

• Role Flexibility: Creating opportunities for ‘job crafting’ is an effective way to diminish “if only” feelings. Allowing employees to innovate within their roles and incorporate personal passions fosters fulfillment. Managers should strive to understand their employees’ talents and interests, finding creative ways to integrate these elements into their work. This approach helps align an employee’s identity with their job, reigniting their engagement and commitment.

• Internal Locus of Control: In psychology, individuals with a high internal locus of control  believe they have significant control over their behavior and view outcomes as a result of their actions rather than external factors. Coaching employees to develop this mindset can help them respond productively to “if only” thinking. When employees feel empowered and responsible for their successes, they are less likely to be distracted by past choices and more focused on their current roles.

It’s natural for employees to occasionally wonder about alternate career paths. While harmless reflection can be beneficial, those who find themselves stuck in the past may need support to move forward. HR practitioners play a vital role in guiding employees through these thoughts and helping them find purpose and engagement in their current roles.

If you would like to discuss how we can help improve your employee engagement levels by optimizing the wonderment of “if only”, please get in touch with us.

Together, we can transform these reflections into productive and fulfilling experiences for your workforce.