Akkermans and Jacobs describe career regret as regret people experience due to their choice in occupation or career path. These choices have (negative) consequences for individuals, both in terms of mental health as well as job performance.
According to Akkermans and Jacobs, both unrealistic views and high expectations on their careers play a possible role amongst the young demographic. This could have a number of causes, e.g. underestimating the workload, discovering the net salary is too low or there are less possibilities for career development.
Furthermore, external events play a role, like restructurings, bankruptcies or societal developments like Covid-19. These events can be experienced as a "career shocks." Research shows that people who have experienced more shocks, have more regret about their choices. This shows that there should be more consideration for how young adults who deal with regret or shocks in the job market are regarded.
Older means less career regret.
By contrast, older and more experienced employees have less regret with their career choices. The research shows that career regret decreases the older people get, especially after the age of 46.
Akkermans explains this is due to this demographic having had more time to take certain steps in their career thanks to their longer experience, or them having resigned themselves with their current career path. However, this contended attitude could lead to older employees being less proactive or agile in the job market, which according to the research could undermine their career's sustainability.
Advice
About one third of all Dutch and Belgians regret their choices in the career. The study has shown most of all that stimulating an inclusive and proactive career policy, with opportunities for everybody, is of utmost importance. Hence, Akkermans and Jacobs believe that when it comes to career advice for employees and the recently graduated, companies, organisations but also educational institutes should paint a more realistic picture what is expected of them at the workplace, as well as how they could shape their competencies and ambitions. A sustainable career does not only consist of performance, but should also offer good health and happiness.