I Love What I Do

Have you ever considered why one person might say, “I hate my job,” while another exclaims, “I love what I do,” when doing the same job and tasks?

Spot the difference....

"I Love What I Do"

"I Hate What I Do"

The perception of job satisfaction varies significantly among workers, even when engaged in the same type of work.

The Difference: Multitude of Factors

This difference can be attributed to many factors, including personal values, inside and outside motivations, work environment, relationships with colleagues and supervisors, and individual psychological makeup. 

Personal values and alignment

Personal values and alignment with the job play a critical role. A person who values creativity and innovation might feel stifled in a repetitive, routine-based job, leading to dissatisfaction. 

Conversely, someone who values stability and predictability might thrive in the same environment. 

When job roles align with personal values, individuals are more likely to experience job satisfaction. 

A teacher who makes a difference in a student’s life.

For example, a teacher who values making a difference in students’ lives might find great satisfaction in their role. At the same time, another teacher who values high income and status might feel frustrated and undervalued.

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Inside-outside motivations

Inside-outside motivations further explain the differing attitudes. 

Inside motivation refers to engaging in work for its own sake, and finding joy and satisfaction in the activity itself. A person who is inside motivated might love their job because it is fulfilling and enjoyable. 

On the other hand, outside motivation involves working for external rewards such as money, recognition, or avoiding punishment. Someone primarily driven by outside rewards might hate their job if these rewards are insufficient or if the work itself is not interesting. 

A software developer passionate about coding will probably find joy in their job, while another might feel trapped if they are only in it for the paycheck.

The work environment

The work environment is another significant factor. 

A supportive, positive work culture where employees feel respected can greatly enhance job satisfaction. If one employee works in a branch with a positive atmosphere, encouraging supervisors, and supportive colleagues, they are more likely to enjoy their job. 

An employee in the same role, but in a toxic environment with poor management develops a strong aversion to his job.

Conversely, another employee in the same role, but in a toxic environment with poor management and uncooperative colleagues, might develop a strong aversion to their job.

Relationships at work

Relationships at work also contribute to job satisfaction. 

Positive interactions and strong, supportive relationships with colleagues and supervisors can make work enjoyable. A person who has friends at work and feels part of a team is likely to be happier than someone who feels isolated or in conflict with their coworkers. 

A sense of belonging can transform a mundane job into a fulfilling experience.

Effective communication and a sense of belonging can transform a mundane job into a fulfilling experience.

Individual psychological factors

Individual psychological factors such as resilience, optimism, and overall mental health significantly influence job perception. 

People with high resilience can cope better with stress and challenges, maintaining a positive outlook even in difficult situations. 

Optimistic individuals tend to focus on the positive aspects of their job, while those with a more pessimistic outlook may dwell on the negatives. 

Mental health issues, such as depression or anxiety, can also color one’s perception of their job, leading to dissatisfaction and negativity.

The divergence in job satisfaction between two individuals in the same role can be attributed to a complex interplay of personal values, motivations, work environment, relationships, and individual psychological factors. Understanding these nuances is crucial for addressing job dissatisfaction and fostering a more positive, fulfilling work experience for all employees.

Almost the Tale of Two Cities: "I Love What I Do" "I Hate My Job"

To relate to these situations more clearly, let me tell you a story of two of my old clients.

When I wrote this article, it brought two distinct instances to mind.

The first one I’d like to showcase is Sandy.

Now when I met her I was taken aback by the way she positively spoke about her job. Sandy kept saying, “I love what I do.” Everything was amazing. Her attitude was so positive. I was waiting for a “but.” 

It never came. She just loved what she did. I better tell you what she did. 

She was a catering manager in a reasonable size business doing anything from Boardroom Lunches to Wedding Breakfasts. 

There is nothing Sandy could not do. 

I was perplexed as to why she needed any mentoring from me. Then, at the end of our first meeting, I had the “but”. 

She wanted to take her passion and expertise in catering and start her own business. 

Well, I won’t bore you with the details only to say she put love and passion into her own business. She did what she was good at and loved doing, then outsourced the ugly bits. It was a screaming success. Sandy’s business slogan was, “I love what I do”. How good is that? Would you not hire a catering firm to do your next function with that as a slogan?

The President acknowledged Sandy and thanked her for the amazing catering of the Board lunch.

On the other hand, there was Samuel J.

Oh, Sammy.

Boy, what a basket case.

Sammy was employed. His regime did not look good. The longest time he worked at any one job was 18 months. Same ending, “I hate my job”.

 I could see this was going to be a tough gig.

Anyway, after many arduous hours, I finally dragged out of him what the underlying issue was. 

You see, Samuel J hated being told what to do. 

If I was his employment agency, I think I would have noted on his file, ‘un-employable’.

We came up with a solution to get him into a counselling group that I helped from time to time and fast-track him. Sammy had a very tiny attention span. Every task had to be a quick start/quick finish. We finally certified him as impetuous. He had to see the result of his task or he would lose interest and confidence fast. He applied for a new job in a car dealer parts division. Every task was a fresh experience. Every task was fixing a problem with a solution. 

Did Samuel J. love his job? Hell no! But he didn’t hate it as much.

Sammy became immersed in his day at work. Every day was a new beginning, so to speak.

Did Samuel J. love his job?

Hell no!

But he didn’t hate it as much. 

I did keep watch on him and I am pleased to say he stayed in that job for over 5 years. He stayed in the industry and moved into a leadership role and at the last report he was doing great.

So there you have it.

Almost the Tale of Two Cities.

Summary

I summarize this content in a few sentences. 

Round hole - square plug.

No ‘one-size-fits-all’.

Find your niche. Find your passion and the rest takes care of itself.

Go you good thing.

You got this!

Experience isn't the best teacher, experience is the only teacher.

Confidence comes from experience

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Hello, I'm Daryl Pratt creator of MENTORaUS

I have been mentoring folk like you since 2005. 

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