6 QUESTIONS TO HELP YOU DECIDE WHAT YOU WANT IN YOUR NEXT JOB

Are you thinking of changing jobs, or even careers?

If so, you are not alone. Estimates suggest that more than 40% of workers are entertaining the possibility of a job switch, while another 20% have recently quit their jobs. This figure is even higher among knowledge workers, with LinkedIn estimating that 70% of its users are passive job seekers—that is, people who are not actively trying to get a new job, but are open to the idea of a better opportunity. In the realm of relationships, this would equate to 70% of married people being “open” to a better spouse (we would surely talk about a marital satisfaction crisis of these proportions).

The underlying reasons for the prevalent interest in job-switching and career-pivoting are well known. First, most people dislike their jobs, with Gallup data showing that only three in 10 people feel engaged at work. Note that these estimates are based on people who work in some of the most successful organizations in the world—that is, companies that care enough about employee morale and engagement to actually poll employees about their experience. We could expect things to be even bleaker for other workers. Second, although managers and leaders play a major role in driving employee motivation and performance (or lack thereof), most people are disenchanted with their boss, if not traumatized by them: Research shows that people trust strangers more than their manager; that merely 20% of boards feel confident in the quality of their leaders and managers; that between 30–60% of leaders act “destructively”; that people tend to “join organizations but quit their bosses”; and that many managers are simply incompetent in their roles. Third, career moves can be a tricky and complex endeavor, with many factors determining the fit between our interests, abilities, and choices. Add to this the recent disruption in jobs and skills caused by AI, and it is hard to disagree with Tom Peters’ rule: “If you are not confused, you are not paying attention.”

Although it would be ludicrous to pretend that there’s a magic bullet to improve your job situation or address your career concerns (precisely because things are complex), it is nevertheless possible to think through a foundational self-assessment of the potential motives driving your interest in different jobs or careers, and where there might be a potential fit between your motivations and the career choices at hand.

Self-Assessment: What Do You Value Most at Work?

To help you assess and reflect on what really motivates you in your career, consider this series of science-based questions that can help you determine whether a new job or career path might be a good fit:

1. What are my non-negotiables, personal values, and top priorities?

How important are factors like job stability, flexibility, or work-life balance to me? Do I care about working form anywhere or working from home? Would I be happy with a job that requires me to go to the office almost every day? Do I want a certain lifestyle, which would benefit from a low-stress environment, or a wellness culture that encourages time off? How important is it for me to align my personal values with the company’s mission, mandate, or values? Do I want to start a family, which would require good insurance and good family leave policies? Do I want to retire early, which would require a certain salary and compensation? (More on financial considerations below.)

These questions should help you assess your foundational needs, such as financial security or the ability to manage your personal life alongside your career. Being clear about your priorities, especially the one or two non-negotiables, is a great starting point to guide you in your search.

Ideally, your non-negotiables should boil down to just one or two factors, which may be best understood when you consider them “in reverse.” For example, you may wish to ask yourself whether you would ever work in a job that: is extremely stressful/high-pressure, has a questionable moral/ethical impact on society, is seen negatively by others (including those you care about), is extremely boring, is at odds with your personal beliefs/values, is extremely unpredictable/unstable, lacks a positive social/interpersonal component, doesn’t pay well, etc.

Chances are that, like most people, you may feel inclined to answer no to all of these questions (they are deliberately chosen for their extreme negative connotation). However, it is also likely that you could rank-order them to be left with the absolute no’s at the top and a couple of “near-maybes” at the bottom; this is a simple and efficient way to organize your priorities.

2. What are my financial considerations?

How much does financial compensation matter to me, and would this new role meet my (current and future) financial goals? How much do I need to earn? How much would I need to earn to put up with things I don’t like? How much pay would I be happy to sacrifice for a job that offers better learning opportunities, a nicer culture, and more inspiring or motivating challenges? Most people make job and career choices based on money, but money is a weak predictor of job satisfaction. As it turns out, there is a big difference between what people want and what they actually need in order to be happy with their jobs. At the same time, not everybody cares about being happy at work, since there are many sources of meaning in life other than work. In any event, being honest with yourself about how much pay and compensation matters, and how much you are willing to compromise or sacrifice to go beyond the minimum level of income you need, should inform your choices.

3. What drives me at work?

Am I motivated by power, status, or leadership opportunities? Do I need to have fun at work? How important is it to have great colleagues? Does the job or career need to cater to my hungry mind? Does this role provide a path to those ambitions? There are many models of work-related values, but they are mostly interchangeable. They also align in one fundamental assumption: When people pick jobs or careers that are congruent with their values, they will generally be happier, stay in the job longer, and perform better. So, if these questions are hard to answer, look around for potential role models or people you admire, put yourself in their shoes, and reflect on why your aspirational or ideal self identifies with them. This will help you understand if you are motivated by status, power, influence, fun, affiliation, knowledge, learning opportunities, and so on.

4. How much autonomy do I want or need?

Does this career path give me the freedom to make decisions, take initiative, or work independently? Will this allow me to act like an entrepreneur or an intrapreneur? Will I be able to cope with a hands-off leader or boss? Am I ready to manage myself? These questions should help you evaluate whether autonomy and control over your work environment are priorities for you. Everybody values freedom, but with greater freedom comes greater responsibility and accountability. Indeed, freedom can be a curse, because when everything is possible, and you are free to unlock your potential in any way, shape, or form you want, you may end up putting a great deal of pressure on yourself for not achieving more. Many people thrive in more structured and well-defined environments, rather than in cultures or environments that are more informal, unstructured, or “agile” (a common euphemism for chaotic).

5. What are my intrinsic motivations?

Although this may sound controversial, not everybody expects a great deal of fulfillment from work. That is, while we may be accustomed to the idea that work and especially careers ought to provide us with a high dose of purpose, spiritual fulfillment, and even a sense of calling, the reality is that for many people work is just that: work, as in something they need to do to make ends meet or pay the bills. Being honest with yourself about this may help you calibrate your expectations and consider more choices.

To be sure, you may find joy, passion, and excitement from activities and life areas other than work, as many people do. So, here are some questions that can help you assess the degree to which you need to be intrinsically motivated by your job and career. How much fun or enjoyment do I expect from my work, and does this role offer tasks or projects that I genuinely enjoy? Will this new opportunity bring a sense of joy, creativity, or adventure into my daily routine, and how much am I potentially willing to sacrifice (e.g., in terms of money, workload, career growth, etc.) to get that experience? In fact, how important is the experience part of the experience I would get? Do I need the journey to be enjoyable and fun, or am I OK seeing it as a means to an end?

As science shows, if you can match your interests and intrinsic motivations to a new opportunity, you’ll naturally be more engaged in the role. And yet, we have known for ages that people differ in their need for fun vs. capacity for sacrifice, something captured by the hedonism-to-stoicism continuum. The more conscientious, gritty, ambitious, and career-driven you are, the more likely it is that you can show resilience and put up with a job or career that is at the exact opposite end of the “spoiling you” spectrum. Conversely, if you are in it for the ride, and specifically to have fun and a great time while you are on the ride, then be clear about it with yourself and others.

6. How will I grow in this role?

What skills or knowledge do I want to develop, and will this role provide opportunities to learn and grow? Even if the new job isn’t immediately an upgrade from my current role, will it amplify and enhance my experience, expertise, and potential? In essence, consider if this job aligns with your desire to continuously improve or expand your expertise. Everybody says they value learning, but the fact of the matter is that most jobs and roles prioritize getting results and performing the tasks and duties that are expected, with learning being a “nice to have” add-on (for those who are performing well already!). However, some cultures are more centered around offering employees learning opportunities and even rewarding them for doing so, so be clear about how important learning is, and whether you would be willing to sacrifice other things to focus on that.

While the above questions are not a comprehensive list, they address some of the main considerations to assess whether a new opportunity might be right for you.

To help refine your thinking further, try using either/or scenarios (vignettes) to help you reflect on you career priorities:

Consider Either/Or Scenarios to Help Refine Your Priorities

For each pair of statements below, choose the one that resonates most with you. If neither fits perfectly, select the one that feels closer to your current mindset. Then, use the scoring key below to tally and interpret your responses.

Work experience vs. career ambition

A) I prioritize a positive work experience with good colleagues, a healthy culture, and work-life balance, even if it means slower career growth.
B) I am willing to embrace high-pressure environments and longer hours if it accelerates my career progression and earning potential.

Passion vs. paycheck

A) I would take a job that excites me, sparks my curiosity, and aligns with my interests, even if it pays less.
B) Earning a high salary is my top priority—financial success outweighs how much I enjoy the work.

Recognition and impact

A) I care more about feeling fulfilled and making a real impact, even if my contributions are not widely recognized.
B) I am motivated by status and leadership opportunities—I want a role that enhances my professional reputation and lets me impress others.

Work environment and culture

A) I thrive in a positive and collaborative team culture, where I can build relationships and enjoy my daily interactions.
B) I prioritize working on high-profile projects, even if it means dealing with a competitive or less-supportive environment.

Autonomy vs. structure

A) I want freedom in my work—the ability to explore creative solutions and take ownership of my tasks.
B) I prefer a structured role with clear career progression and stability, even if it limits my flexibility.

Work setting preferences

A) I need flexibility and work-life balance, even if it means fewer networking opportunities or slower career growth.
B) I’m willing to commute and be in the office regularly if it gives me better access to leadership and career advancement.

Enjoyment vs. necessity

A) I want my job to be engaging, fulfilling, and enjoyable—the journey matters as much as the destination.
B) Work is primarily a means to an end—I don’t need to love my job as long as it provides tangible outcomes (e.g., salary, stability, prestige, etc.).

Continuous learning vs. stability

A) I prefer a job where I can leverage my current skills and feel competent without needing to constantly adapt.
B) I prefer a role that constantly challenges me and helps me grow, even if it’s difficult at times.

Risk vs. security

A) I would rather take a chance on an entrepreneurial or unconventional career path where I can create my own opportunities.
B) I prefer a stable and prestigious career path with financial security and clear growth prospects.

Long-term career goals

A) I want a career that aligns with my personal values, passions, and desired lifestyle, even if success takes longer.
B) My primary goal is to maximize my income and climb the corporate ladder as quickly as possible.

Scoring Key & Interpretation

After completing the self-assessment, count how many times you chose A and how many times you chose B to determine your career priorities:

Mostly A’s: You prioritize intrinsic motivations such as fulfillment, work enjoyment, continuous learning, autonomy, and a positive work environment. Your ideal career pivot should focus on roles that align with your values, offer meaningful work, and foster personal growth—even if they don’t come with the highest salary or status.
Mostly B’s: You are driven by extrinsic motivations like financial success, career advancement, recognition, and stability. You’re willing to make sacrifices, work long hours, or endure less-fulfilling work experiences if it means reaching your long-term career goals faster. Your career pivot should focus on maximizing earnings, prestige, and leadership opportunities.
A mix of A’s and B’s: You have a balanced and flexible career orientation—valuing both work enjoyment and external rewards. This suggests that you may need to carefully weigh trade-offs between job satisfaction and financial success, autonomy and structure, or work-life balance and career growth. Your next career move should aim to blend these factors in a way that feels sustainable and fulfilling to you.

In short, career choices are complex, and there’s never a guarantee that you will switch to the right role or job, so the proof of the pudding is always in the tasting. That said, while the job market and careers may be hard to predict, there is one part of the equation that is rather predictable—namely, you. Moreover, a failure to understand yourself and your needs will rarely lead to good choices, except by accident or serendipitously. My hope is that the above questions can guide you to reflect on who you are and what you want, and even what you may need, so that you at least minimize avoidable errors when it comes to the knowns, which are your values, interests, and personality.

6 QUESTIONS TO HELP YOU DECIDE WHAT YOU WANT IN YOUR NEXT JOB - HARVARD BUSINESS REVIEW (FEB 2025)