This week’s client conversations surfaced a different pain point many first-time managers face: “I’ve already decided I don’t like my job. Now what?”
You do have options. Most leaders default to venting, job boards, or quiet quitting. None of those build confidence, develop skills, or improve team dynamics. Here is a better path.
Step 1: Name the problem first—burnout or bore out?
- Bore out – You are understimulated. The work is repetitive and purpose has vanished.
- Burnout – You have too much on your plate or you are doing work far outside your strengths.
Knowing which one you are facing keeps you from choosing the wrong fix. Delegating and redesigning your role often solves burnout. Skill-building and new challenges often solve bore out.
Your three options when you dislike your job
Option A: Quit trying and do the bare minimum
This may feel tempting. It will not give you purpose, progress, or respect. It usually deepens bore out and erodes your reputation. Skip it.
Option B: Ask for more—pay, title, or scope
If you are already performing above your job description, a promotion or pay alignment may be the right move.
How to prepare for the ask
- Evidence – 3 clear outcomes you delivered and their business impact.
- Role vision – 5 bullet points describing the scope you are already owning.
- Market – A realistic range from internal bands or public data.
- Offer – Two options you would accept (title change or comp adjustment, timeline, and transition plan).
Simple script
“I am already owning A, B, and C which delivered X results. Here is the scope I am operating in and the value it creates. I am requesting a title and compensation that reflect this, or a path with milestones over the next 90 days.”
If your leader cannot outline a path, you have data for Option C.
Option C: Stay with intention and build your runway
You may not be ready to leave. Benefits, timing, or risk tolerance matter. Staying does not have to mean settling. Use the ABC Confidence Framework to convert this season into momentum.
The ABC Confidence Framework
A — Acquisition (skills and relationships)
- Hard skills – Identify the two capabilities the next role will require. Block weekly practice.
- Soft skills – Communication, conflict navigation, and executive presence are learned skills. Pick one behavior to practice each week.
- Relationships – Find a mentor two levels up. Join one community org or board that aligns with your values. Offer value first.
B — Belief (shrink the gap)
Set goals you actually believe you can hit. Replace “become VP” with “lead one cross-functional project” or “present to the leadership team next quarter.” Build belief through small wins that stack.
C — Consistency (systems over willpower)
Use a simple weekly rhythm:
- Plan Monday – top three outcomes, one skill rep, one relationship touch.
- Focus blocks – two 45 minute blocks on skill practice.
- Friday retro – keep, improve, start.
EASE: a daily line to cross when motivation dips
Everything is Attitude, Skills, and Energy.
Ask yourself at lunch:
- What attitude shift would help me show up better this afternoon
- Which skill can I practice in the next 30 minutes
- What one action will raise my energy or my team’s energy
Small levers, big effect.
A decision guide to choose your next move
- You are delivering above scope, enjoy the work, and see a path here
- Choose Option B. Prepare your evidence and ask.
- You are stuck, uncertain, or not ready to move externally yet
- Choose Option C. Run ABC for 90 days.
- You are mistreated or values are misaligned
- Document issues. Protect yourself. Use ABC to accelerate an external move.
A 90 day plan if you decide to stay and build your runway
Days 1–7
- Write your role vision and gaps.
- List two hard skills and one soft skill to build.
- Identify one mentor and one community to join.
Weeks 2–4
- Delegate two draining tasks using clear briefs and checkpoints.
- Ship one visible win that matters to your leader.
- Book recurring one-on-ones with your team to improve trust.
Weeks 5–8
- Lead a small cross-functional project.
- Present a 10 minute update with clear outcomes, next steps, and owners.
- Ask for candid feedback using “What should I keep, improve, or start?”
Weeks 9–12
- Update your portfolio or resume with outcomes.
- If internal fit exists, schedule the promotion conversation.
- If not, begin a quiet external search with three targeted roles.
This plan builds your credibility now and your options later. Either you fall back in love with the work or you are ready to leave well.
Manager tools you can swipe
One-on-one agenda
5 minutes wins, 10 minutes obstacles, 10 minutes growth rep
Delegation brief
Context, outcome, guardrails, support, checkpoints
Promotion prep doc
Outcomes, scope expansion, market range, proposed path
These tools strengthen Team Dynamics, reduce conflict, and help you Hold Employees Accountable without micromanaging.
Why this matters for culture
Leaders who quit quietly create cynicism. Leaders who either advocate for a fair path or build a thoughtful runway model maturity, courage, and clarity. That is how you Fix a Toxic Culture at the team level—through consistent behaviors that match your values.
Try this today
Write one page:
- Why I feel stuck
- The option I am choosing (B or C)
- The first three actions I will take in the next seven days
Send it to a trusted peer or mentor for accountability.
