Actor Emily Blunt recently sparked debate after advising young women who dislike their jobs to quit and pursue what they love, even if it means earning no money. The comment drew mixed reactions, with some calling it unrealistic in today’s financial climate, while others argued that career decisions cannot be reduced to simple soundbites.
The question of when to leave a job is especially difficult early in a career, when individuals are still navigating their first major roles and the consequences of stepping away can feel significant. Career experts say the answer is rarely immediate and often depends on recognising patterns rather than reacting to isolated moments of frustration.
Organisational psychology research points to what are known as “career jolts” — sudden events that prompt workers to reassess their relationship with their job. These can include a difficult interaction with a manager, a project failure, the departure of a trusted colleague, or even changes in personal life that shift priorities. While often negative, jolts can also arise from positive experiences outside work that highlight dissatisfaction with a current role.
Such moments are most common in the early stages of employment, when expectations about a job collide with reality. However, experts warn against making immediate decisions in response to these triggers. Emotional reactions can distort judgement, making temporary frustrations appear more serious than they are.
Instead, professionals suggest stepping back and reviewing these experiences over time. Regular reflection periods, spaced every few months, can help individuals separate fleeting dissatisfaction from deeper structural issues. Over time, many initial concerns lose their intensity, while persistent problems become more visible.
When evaluating whether a jolt signals a serious issue, workers are encouraged to consider whether the problem is a recurring drain on motivation, whether it undermines long-term career goals, and whether it outweighs the positive aspects of the role. If several of these factors are present, it may be time to consider change.
Before resigning, experts recommend attempting to address concerns within the workplace. Speaking to managers and proposing practical solutions can sometimes resolve underlying issues. While research shows that raising problems can occasionally affect perceptions of performance, it is less likely to have negative consequences when paired with constructive suggestions that benefit both employee and organisation.
If internal efforts fail, attention shifts to exploring external opportunities. Career transitions often take time, and professionals are advised not to rush decisions while planning their next step.
When resignation becomes the final choice, how it is handled can shape long-term professional reputation. A face-to-face or video conversation with a manager, clear notice periods, and a focus on future opportunities rather than past frustrations are widely seen as best practice. Maintaining professionalism during the transition, including completing handovers and remaining engaged, helps preserve relationships that may prove valuable later in a career.
Handled carefully, leaving a job does not have to mark an ending, but can instead become part of a longer professional cycle.
