People everywhere are slowly resurfacing, after the COVID whirlpool engulfed us all, in one way or another. Since then, several of my friends have been echoeing what I’ve been reading about, namely that now, whoever still has a job should be so grateful, that they are expected to sacrifice everything to keep it.
A dear friend of mine recently asked whether she should stay at her current job, stick it out and keep hoping for a positive change – or whether she should get out before becoming cynical. I’ve decided to share her recent journey and dilemma on my blog, because her experience is a reflection of a general tendency I have observed over the last few years.
Ida is a passionate film producer, who traded her longtime exciting career for a more stable job in a young, dynamic and prominent lobbying organisation. Since she only moved to Belgium a few years ago, and has young kids to provide for, advising her to “throw caution to the wind” might not be the best advice I could give her.
After all, it is true that in this day and age, good jobs are hard to come by. Especially as a forty-year-old foreigner and mother of two. Jobs in organisations that awaken your enthusiasm, working with skilled and kind people are a rarity. And yet, even with such a job, staying is not necessarily the best option either.
During her first year in the organisation, whenever Ida spoke of it, it seemed too good to be true. She could hardly believe it when they hired her, though she was visibly pregnant. And yet, she still feared being fired afterwards, and suffered from the much-talked-about “imposter syndrome”. She thought that being hired must surely have been a mistake on the organisation’s part, as all her colleagues were performing so well and fast. But as time went by, she learned the ropes and got to the same level of productivity and quick thinking as her teammates. As I’ve often observed, mental agility is something one can reacquire quite easily, when motivated. So why should she leave?
For one thing, even though she was promised a nine-to-five job, Ida regularly ends up working evenings and weekends. Even nights, since she had to take care of her kids after work.
Secondly, in spite of her initial impression that she was working in an organisation with a horizontal structure, the underlying hierarchy seems as present there as in any state administration. The day her manager told her, that he expected her to “make him shine” was the day she realised her chances of advancement were non-existent. Initially, she was led to believe that being ambitious was good, but this rule ended up only applying to management-level employees. Just as the old saying reminds us that “the fish stinks from the head”, one bad leader can ruin the experience of working in any organisation for the entire team.
Thirdly, as time went by, we all saw Ida’s enthusiasm crumbling, as she started seeing cracks in the structure and promoted ideals. For a while, she hadn’t seen them because, as an employee, she was made to feel that she was special. Like in any cult or totalitarian regime, she was repeatedly told how lucky she was to be working in such an organisation. All of us tried to warn her, that the friend we knew and loved was slowly disappearing. But the feedback she was getting at work was that she was “amazing” or “awesome”, which reinforced her perception of being in the best of organisations.
At first, Ida was thrilled to hear that her colleagues prompted her to “bring her authentic self” to work. But the definition of this authenticity, it turns out, needed to remain within the boundaries set by the organisation.
Like me, Ida has always been passionate about inclusion. So when she saw that this was a major point in their campaigns, she was overjoyed at the prospect of being part of the change she wanted to see in the world. Soon after, she realised that inclusion was only understood through the prism of narrow racial and gender issues. Members of countless underrepresenrted ethnic minorities targeted by systemic racism all over the world, were sorely missing across the board. As well as workers with disabilities, solo caregivers, employees over the age of 50 or talented and experienced individuals with no graduate degree.
I’ve often observed that the success of organisations or companies in today’s fast-paced world is built on hyper-dynamic, driven, young nonparents, ready to sacrifice their nights, weekends and mental health, because they are among the chosen few who are lucky enough to have a great job.
It is easy to buy into a shiny image and professed values, which echo your own. But when the honeymoon phase was over for Ida, and she discovered that the Great and Powerful Oz was an old man hiding behind a curtain, she had a hard time dedicating her energy and time to serving an illusion. In the end, our group of friends all gave Ida the same advice: in this instance, her mind should give right of way to her heart. And in her heart, she already knew that a steady paycheck and perks were lighter on her scale than daily abuse from a narcissistic boss.
Many of my friends are now in their forties. At that age, the prospect of climbing back up on the merry-go-round of job seeking isn’t thrilling. But it is the only right decision if you are truly unhappy at work, and still have the opportunity to regain your dignity and enjoy your time on earth.
I, too, have sometimes taken my time here for granted. But these two years of the COVID-19 pandemic partly isolated me from a broader and larger world, than that of productivity and practicality. Which is why I am following my own advice to Ida, and making time to reconnect with friends, family, my broader network of activists and artists – and myself. Both Ida and I have decided to go back to our own creative projects, and also make time for our kids.
And to document this post-COVID chapter, I am trading in my slick MacBook Pro for an old-fashioned paper notebook and pen. Back to the roots we go.
(Title: Song by the Clash)
Midlife Reflection 