Issue 29: Today’s Brew: When Fear of Change Keeps People Stuck in Miserable Jobs
☕ Brewed for Leaders Who Care
Espresso & Empathy — Issue 29
By: Shannon Foster
Founder & Senior Consultant, Martin & Foster Consulting
September 17, 2025
Let’s Talk: Why People Stay When They’re Unhappy
We’ve all known someone who stays in a job that clearly drains them. Maybe we’ve even been that person. The pay is steady, the benefits are reliable, and the unknown feels scarier than the familiar discomfort.
But the cost of staying in a miserable job isn’t just personal—it affects teams, culture, and organizational performance.
Fear of change keeps people quiet, disengaged, and resigned. And when leaders ignore the signs, the damage compounds.
Why People Stay in Jobs They Hate
Fear of the Unknown
Financial Security
Low Confidence
Loyalty (Even When It’s Not Returned)
What Leaders Miss
When leaders don’t address disengagement, they mistake “staying” for “satisfaction.” But silent misery isn’t loyalty—it’s survival. And it impacts:
Productivity and creativity
Team morale
Turnover ripple effects when others notice the disengagement
Leaders who truly care don’t just measure tenure—they look for signs of thriving.
What Leaders Can Do
At Martin and Foster Consulting, we teach that leadership isn’t about keeping people in seats—it’s about helping them grow, whether that’s inside your organization or beyond it.
Here’s how leaders can break the cycle of fear-driven stagnation:
Normalize Career Conversations
Recognize the Signs of Disengagement
Provide Pathways for Growth
Lead With Empathy and Courage
Leadership Self-Audit
Ask yourself:
Do I equate tenure with satisfaction?
When was the last time I asked my team about their long-term goals?
Have I noticed disengagement but avoided addressing it?
Do I encourage growth—even when it may eventually mean an employee leaves?
Final Thoughts
Staying in a miserable job out of fear doesn’t serve employees—or employers. Leaders who ignore this reality risk building cultures of resignation rather than resilience.
Great leadership is about helping people thrive, not just stay. Because when people feel empowered to grow—even if it eventually means they leave—they give their best while they’re with you.
And that’s how trust is built: by showing that you value people for who they are, not just the work they produce.