New research challenges the long-held belief that everyone faces a mid-career crisis, revealing that job satisfaction follows a U-shaped trajectory primarily among managerial and professional workers.
The findings, published in the Socio-Economic Review, suggest that societal assumptions about midlife and job satisfaction need re-evaluation – particularly in how workplace support is structured for employees in their 40s and 50s.
The study utilised data from four UK-based national datasets: the UK Skills and Employment Survey, the Workplace Employee Relations Survey, the British Household Panel Survey, and the UK Household Longitudinal Study. Collectively, these datasets included responses from over 100,000 workers across various industries, occupations, and regions.
By analysing both cross-sectional and longitudinal data, the researchers provided a detailed view of how job satisfaction evolves throughout different career stages.
Insights Into Mid-Career Challenges
For skilled workers, the research indicates that the midlife stage – typically associated with individuals in their 40s and 50s – can be a time of frustration and despondency. However, this decline in job satisfaction is generally temporary and is often followed by an upswing as individuals approach later stages in their careers.
The findings highlight the psychological and professional transitions that occur during this period. Instead of viewing midlife as a phase of stability, the study suggests it should be seen as a transitional period requiring thoughtful support from employers. Businesses are encouraged to create environments that prioritise career development, personal growth, and fulfilment for workers in their 40s and 50s. Such measures not only help alleviate dissatisfaction, but also contribute to a more engaged and productive workforce.
Professor Ying Zhou, lead author of the study and Director of the Future of Work Research Centre at the University of Surrey, said, “While dissatisfaction is common among many middle-aged workers, it is crucial to acknowledge that this is not a universal experience. Our findings indicate that for managers and professionals, job satisfaction typically hits its lowest point during their 40s but often rebounds later in life.
“In contrast, workers in intermediate and lower occupational classes do not display the same U-shaped trajectory. This challenges the widespread belief that a mid-career crisis is a universal phenomenon.”
As the UK grapples with the challenges of an ageing workforce, these insights have broad implications for HR strategies. Addressing the unique needs of skilled workers in midlife can lead to higher retention rates, improved morale, and a more sustainable workforce.
