I recently read an article in The Atlantic titled The Worst Case Future for White-Collar Workers, and it gave me pause. Not because it was sensational, but because it articulated a quiet shift many people are already sensing.

For years, the implicit social contract has been simple: study hard, get a degree, secure a professional role, and you will have stability.

That assumption is beginning to wobble.

The Key Points That Stood Out

The article argues that while most graduates who want jobs still have them, the labour market for office workers is subtly changing. A few trends were particularly striking:

• A growing proportion of the unemployed now hold degrees
• Graduates are, in some cases, taking longer to secure roles than non-graduates
• Jobs most exposed to automation are showing sharper rises in joblessness
• Some firms are openly linking cost-cutting and layoffs to AI deployment

It also raises the possibility that AI-driven job losses may not behave like a typical recession. Instead of a temporary dip followed by recovery, we could see something more structural, where certain roles simply shrink or evolve permanently.

That distinction matters.

Cyclical Change vs Structural Change

Historically, economic downturns have been cyclical. Demand drops, governments intervene, hiring returns. But the concern raised in the article is different. If businesses no longer need the same volume of accountants, analysts, middle managers, or administrative staff, stimulus alone will not recreate those jobs.

We have seen something similar before, though in a different sector. From the 1970s onwards, automation and globalisation reshaped blue-collar employment. Communities built around manufacturing never fully recovered.

The unsettling suggestion is that white-collar workers may now be facing their own version of that transition.

Why This Feels Different to Previous Technological Shifts

Technology has always changed work. But most innovations historically created new jobs alongside productivity gains.

What feels different now is the speed and scope. AI tools can already draft reports, analyse data, write code, and automate routine professional tasks. Even if adoption is uneven, the direction of travel is clear.

And importantly, entry-level roles may be the most vulnerable. If fewer junior positions exist, the long-term pipeline of skilled professionals becomes disrupted.

The Psychological Dimension We Rarely Discuss

Much of the public conversation focuses on economics. Less attention is given to identity.

For many professionals, work is not just income. It is structure, purpose, and social connection. Long-term unemployment does not simply affect finances. It affects mental health, confidence, and sense of relevance.

This is not speculation. We already know from past labour market shocks that prolonged job loss correlates with poorer wellbeing and reduced life satisfaction.

My Professional Perspective

As someone who has worked in careers and later-life psychology for decades, I would urge caution against panic narratives. Predictions of “job carnage” make compelling headlines, but the reality is usually more nuanced.

Three observations feel more grounded:

First, some companies may be overstating AI’s impact. “AI-washing” can mask ordinary cost-cutting or restructuring decisions.

Second, work rarely disappears entirely. It reshapes. New roles emerge, often in areas we do not yet fully recognise.

Third, adaptability, not prediction, has always been the more reliable strategy.

My Suggestion: A More Constructive Response

Rather than asking “Will AI eliminate white-collar work?” a more useful question might be:

“How do I remain relevant in a changing professional landscape?”

Practical steps include:

• Strengthening human-centred skills such as judgement, communication, and relationship-building
• Updating digital literacy rather than resisting technological tools
• Expanding identity beyond a single job title
• Considering portfolio careers or blended roles over time

This is especially important for midlife and older professionals, who may wrongly assume they are “too late” to adapt. In reality, experience, context, and wisdom are precisely the qualities least easily automated.

A Final Reflection

The article ends with uncertainty, and I think that is appropriate. No one truly knows the scale or speed of AI’s impact on white-collar work.

What we do know is this:

Every major technological shift has generated anxiety about the future of work.

Some fears prove exaggerated. Others prove partially true.

But the individuals who fare best are rarely those who panic or deny change. They are the ones who stay reflective, informed, and psychologically flexible.

From a careers perspective, that has always been the real advantage, and it remains so now.

The post The Worst Case Future for White-Collar Workers – my reflections appeared first on Amazing People.

Many people reach a point where work feels heavier than it used to. Motivation dips. Confidence wobbles. The days feel repetitive, yet making a change feels risky or overwhelming.

The mistake most people make at this stage is assuming they need a dramatic solution. A new job title. A bold reinvention. A complete change of direction.

In reality, what is usually needed first is a reset, not a leap.

Why career “stuckness” happens

Career stagnation rarely comes from laziness or lack of ability. It often shows up when one or more of these are true:

• You have outgrown the role but not named it yet
• Your work no longer reflects who you are now
• You are capable of more but unsure how to express it
• You have adapted for so long that your own needs have slipped out of view

When this happens, people often either push harder or disengage quietly. Neither helps.

The reset most people skip

Before updating your CV or scanning job boards, pause and take stock. Ask yourself three grounded questions:

1. What part of my work drains me most now?
   Be specific. Is it the pace, the people, the lack of autonomy, the constant pressure?
2. What still gives me energy, even on a difficult day?
   This might be problem-solving, mentoring others, creating structure, or seeing something through.
3. What am I tolerating that I would no longer choose?
   This question often reveals more than any skills audit.

You do not need perfect answers. You need honest ones.

Small changes can unlock momentum

Career change does not always mean leaving. Sometimes progress comes from adjusting how you work rather than where you work.

That might look like:

• Redefining your role boundaries
• Having a clear conversation about workload or focus
• Repositioning your experience rather than rewriting your career history
• Testing a new direction alongside your current role

Momentum builds through clarity, not pressure.

If you are considering a bigger move

If change is on the horizon, resist the urge to rush. Career decisions made from exhaustion or frustration often lead to sideways moves rather than forward ones.

Instead, focus on:

• Articulating what you want more of, not just what you want to escape
• Understanding how your experience transfers across roles or sectors
• Rebuilding confidence before stepping into interviews or applications

Confidence comes from coherence, knowing how your story fits together.

A final thought

Feeling stuck does not mean you have failed. It usually means you have reached a point of transition.

The most effective career moves begin with reflection, not reaction.

If you slow the process down just enough to understand what is really going on, your next step becomes clearer and far more sustainable.

The post Feeling Stuck in Your Career? Start With This One Simple Reset appeared first on Amazing People.

“What are you doing now?”
“Still in the same role?”
“Any plans for next year?”

For people who are looking for work, thinking about a change, or quietly unsure about their next step, these questions can feel uncomfortable. There’s often an assumption that you should have a neat answer, preferably a positive one.

But Christmas doesn’t need to be a pressure point. It can be something quieter and more useful.

You don’t need a polished pitch

If you’re job hunting or considering a change, it can be tempting to treat every social interaction as a networking opportunity. That usually backfires. People can sense when they’re being “worked”, and it rarely leads to anything meaningful.

A better approach is to aim for clarity rather than persuasion.

You don’t need to explain your whole situation. You don’t need to justify gaps, uncertainty, or change. And you certainly don’t need to sound upbeat if you’re not feeling it.

Simple, grounded responses work best:

• “I’m exploring a few options at the moment.”
• “I’m thinking about what I want next, rather than rushing.”
• “I’ve stepped back to reassess things.”

These answers are honest, and they invite conversation without oversharing.

Let curiosity do the work

Often, the most useful opportunities come not from talking about yourself, but from listening well.

Ask people what they’re enjoying about their work, what’s changed for them recently, or what they’re noticing in their industry. You’ll learn far more this way than by delivering your own story on repeat.

If someone shows genuine interest and asks more, you can share a little more detail. If they don’t, that’s fine too. Not every conversation needs to go anywhere.

Avoid the comparison trap

Christmas gatherings can amplify comparison. Someone always seems to be thriving, promoted, launching something new, or announcing a bold plan.

Try to remember that these moments are curated. You’re seeing a snapshot, not the full picture. Many people who sound confident now will be questioning things again by February.

Your path doesn’t need to match anyone else’s timeline.

A quiet intention is enough

Rather than setting a goal to “network more” over Christmas, consider a gentler intention:

• to notice who you enjoy talking to
• to reconnect naturally with one or two people
• to leave conversations feeling calm rather than depleted

That’s more than enough for this time of year.

Career change rarely happens because of one conversation. It happens because of many small moments of reflection, connection, and readiness.

Christmas can be one of those moments, without needing to be anything more.

The post When Christmas Conversations Turn Into Career Conversations appeared first on Amazing People.

Why competition has exploded

Graduate employers are receiving record numbers of applications. In 2019, there were around 50 applications for each role. By 2024, the figure had jumped to 140, and some vacancies now receive thousands of submissions within hours. Tools such as LazyApply allow jobseekers to fire off hundreds of applications a day with almost no effort, leading to sheer volume but a very low success rate.

The risks of relying on AI

While AI can draft a CV or cover letter in seconds, recruiters say many of these documents sound the same. Generic phrasing, overly polished answers, and a “middle-of-the-road” tone make applications easy to spot — and dismiss. Candidates who rely solely on AI risk being screened out as low-effort or inauthentic.

Employers are also responding with their own AI tools: automated video interviews, psychometric games, and keyword-scanning software. The result is a cat-and-mouse game, with both sides trying to outwit the other.

How to stand out in the AI era

If you’re serious about landing a role, volume won’t help. Quality will. Here’s how:

• Personalise with purpose. Use AI to brainstorm ideas, but always rewrite in your own voice. Share concrete examples of achievements, not just buzzwords.
• Focus on fit. Apply only for roles that genuinely match your skills and interests. Spray-and-pray applications rarely lead to interviews.
• Show your humanity. Employers still want self-awareness, resilience, and good communication skills. Let your personality and motivation come through.
• Prepare for curveballs. Video interviews may include unexpected questions to test if a candidate is relying on AI. Practise speaking naturally without a script.
• Invest in relationships. Specialist recruiters, networking, and in-person conversations are becoming more valuable as employers seek authenticity.

Final thought

AI is here to stay in recruitment, but it doesn’t replace what makes you unique. Employers are tired of sameness — they’re looking for people who can show individuality, commitment, and real potential. Use AI as a tool, not a crutch, and make sure your application reflects you.

And if you’d like personalised help with your job search, I’m here to support you.

The post How Chatbots Are Changing the Job Market – And What It Means for You appeared first on Amazing People.

In August I was a guest on BBC Radio Hereford & Worcestershire, talking about Saturday Jobs with Elliot Webb. You can listen again via this link. I’ve also expanded on my thinking into this article.

Why Fewer Teenagers Have Saturday Jobs—and Why Your Teen Might Need One

Remember when Saturday jobs were a rite of passage? From stacking shelves to delivering papers, these part-time gigs gave young people a taste of responsibility and a bit of extra pocket money. But times have changed. Today, fewer teenagers are working, and you may be wondering why, and whether your teen should have a job.

In 1998, half of all 16-17 year-olds in the UK had some form of employment. Fast forward 25 years, and that number has halved. Only around a quarter of teenagers now have a job. But what’s causing this shift?

The Rise of Academic and Extracurricular Pressures

One major reason is the increasing pressure on young people to excel academically. From A-level results to university applications, teenagers today are feeling the heat. Many parents, teachers, and schools encourage them to focus on their studies, leaving little time for part-time work. There’s a perception that what they do at 16 or 17 will define their future careers, even though many adults know that’s rarely the case.

Along with schoolwork, today’s teens are often involved in numerous extra-curricular activities, from sports to music lessons, which means they’re busy even on weekends. By the time Saturday rolls around, many teenagers are simply too exhausted to take on a job.

Are Parents to Blame?

Another contributing factor could be that parents aren’t pushing their children to work the way they used to. As a teenager, you may have been told to get a job if you wanted more pocket money, but now, with a focus on education and extracurriculars, that pressure seems to have eased. Parents are more likely to encourage their teens to concentrate on their studies or activities rather than balancing school and work.

The Benefits of a Saturday Job

Despite these shifts, having a Saturday job can still be incredibly valuable for today’s teenagers. It’s not just about earning money; it’s about learning life skills that will serve them for years to come. Here are some key benefits:

• Responsibility and Commitment: Holding down a part-time job teaches teens the importance of showing up on time, even when they don’t feel like it.
• Social Skills: Working in an environment with people of different ages and backgrounds helps them learn how to communicate and collaborate in the real world.
• Confidence: A job builds self-esteem and helps teenagers become more comfortable interacting with adults.
• Career Exploration: Jobs can open doors to new opportunities. One of my 18-year-old clients worked part-time doing social media for an engineering company. Not only did it give him practical experience, but the company is now sponsoring him through university!

Is Your Teen Missing Out?

In a world where academic achievement is so heavily emphasised, it can be easy to overlook the benefits of a Saturday job. But working while studying helps teenagers develop important skills they won’t learn in the classroom.

If your teen has the time and energy, encouraging them to get a part-time job could be one of the best things you do for their future. It’s an opportunity to teach them responsibility, give them a sense of independence, and maybe even spark an interest in a future career path.

So, before you say no to the idea of a job, consider the benefits. Your teen might thank you for it later.

The post Why Fewer Teenagers Have Saturday Jobs—and Why Your Teen Might Need One appeared first on Amazing People.

Job hunting has never been more complex, or more expensive. For some people, investing in professional help is becoming a necessity rather than a luxury. From premium LinkedIn memberships to AI-powered résumé tools, job seekers are increasingly spending to get an edge in a competitive and slow-moving market.

But in this fast-changing environment, the best results often come from combining smart use of technology with the personalised support of a career coach.

The rise of AI in the job search

Advances in AI have given job seekers access to tools that can help them compete more effectively:

• Résumé tailoring software – Tools like Teal, ResumAI, or Jobscan can compare your résumé to job descriptions and highlight changes to improve alignment.
• AI interview preparation – Large language models such as ChatGPT, Claude, or Grok can simulate interview questions, offer feedback, and help refine your answers.
• Job discovery platforms – Sites like FlexJobs or niche job boards use algorithms to match you with roles you might otherwise miss.
• Skill building on demand – AI can guide your learning by recommending courses, generating coding exercises, or creating study plans for certifications.

Used well, these tools can save time, expand your reach, and increase your confidence. But they are most effective when combined with clear strategy and self-awareness.

Where a career coach adds value

While AI can process data at scale, a skilled career coach brings something technology cannot replace: human insight into your strengths, values, and the nuances of the job market.

A coach can:

• Help you identify the right roles for your skills and aspirations, not just ones that match keywords.
• Offer tailored advice on networking, market positioning, and how to tell your professional story.
• Provide accountability and structure, keeping your search on track during inevitable slow periods.
• Act as a sounding board for decisions, interview preparation, and offer negotiations.

For many, the combination of AI efficiency and a coach’s personalised guidance is the most powerful approach. AI can draft an excellent résumé or generate interview practice questions, but your coach can help you choose the right tone, the best examples, and the most relevant achievements to highlight.

Avoiding common pitfalls

The job search marketplace is full of paid options, some useful, others less so. Before you invest in tools or services:

• Clarify your goals – Are you looking to switch industries, gain new skills, or move up in your current field?
• Test free versions first – Many AI and job platforms offer trial periods or basic tiers.
• Integrate, don’t duplicate – Too many tools can lead to confusion and wasted effort.
• Be wary of quick fixes – No tool can guarantee a job. Success comes from consistent, targeted effort.

Mindset matters

Technology and coaching can accelerate your search, but they can’t replace resilience. Maintaining a positive and confident mindset remains one of the most important factors in finding the right role. Know your value, tell your story, and combine the best of both human and technological support to navigate today’s challenging job market.

The post How to Combine Technology and Human Insight in Your Job Search appeared first on Amazing People.

My perspective bridges lived experience with professional insight. I know the impact these sudden changes can have, not just financially but on identity and confidence. That’s why I wrote this article: to offer a wake-up call about midlife careers, and some practical ways to stay prepared when plans unravel.

A friend recently wrote to me with difficult news.

At 53, she has just been told her job will disappear in February 2026. For more than a decade she has been highly paid in a niche field, respected as an expert in work that many others found too complex. She had her future mapped out carefully. The plan was to work until 60, when her investments would mature, then manage the gap until her state pension. It was all thought through.

Until it wasn’t.

The company is changing, and her kind of expertise will no longer be needed. Finding a similar role is unlikely. Finding one at the same salary, almost impossible. She is now facing the same reality many people in midlife discover: sometimes it isn’t us who chooses when we stop.

This isn’t just her story. I know many who have worked hard, invested in their careers, and assumed they would carry on until they decided to leave. But redundancy, restructuring, health issues, or family responsibilities can all shatter those plans. And the world of work is shifting quickly.

AI, automation, offshoring. A slowing economy. Fewer jobs, and greater competition. We hear about graduates struggling to enter the market, but midlife professionals are also feeling the ground shift beneath them. Even if you’ve been earning £60,000 a year, a sudden job loss can mean fighting for work at half that salary – while still carrying the weight of mortgages, children in education, or caring for elderly parents.

It’s not easy. And it’s tempting to slip into “if only.” If only I hadn’t taken on new debt. If only I hadn’t assumed security. My friend has just bought a new car – a beautiful one, but not essential. She now sees it differently, because uncertainty has landed on her doorstep.

If I could write a message to my younger self, it would be this: never assume your income is guaranteed. Jobs end. Markets shift. Life throws curveballs.

So what can we do, realistically, in our 40s, 50s, and beyond?

Three things matter most:

1. Live within your means. Build a cushion. Avoid unnecessary debt. Think twice before locking yourself into long-term payments for things you don’t truly need.

2. Save and stay flexible. The more you have in reserve, the more choices you’ll keep if your career path suddenly changes.

3. Keep your eyes open. Pay attention to what’s happening in your industry. Are there signs of decline or change? Don’t be the last to notice the writing on the wall.

None of us can be fully prepared for every twist of life. But we can hold ourselves steady by staying alert, living with a margin of safety, and remembering that security is never absolute.

It may not be the article anyone wants to read. But perhaps it is the one many of us need.

The post When Plans Fall Apart: A Wake-Up Call for Midlife Careers appeared first on Amazing People.

I remember the aftermath of the 2008 financial crash, when Lehman Brothers collapsed and hiring froze across industries. Before that, in my youth, jobs were scarce too. There were long queues at job centres and endless disappointment. Each generation seems to face its own version of scarcity.

But today’s market is different. We’re not just dealing with cyclical recessions or companies tightening their belts. We’re facing:

• Global competition: employers sourcing talent worldwide, often at lower wages.
• AI disruption: automation taking over tasks once done by humans.
• AI saturation: candidates using ChatGPT to generate applications, and employers using AI to screen them.

No wonder so many people feel stuck in a loop, applying, waiting, and hearing nothing back. It’s the job-search equivalent of being ghosted in dating.

So, what can you do? First, recognise that resilience is essential. The silence is not about you personally; it’s the system. Second, don’t rely solely on online applications. They’re necessary, but rarely sufficient. The real breakthroughs come from:

• Tapping into your network: who do you know, and who can they connect you with?
• Getting in sideways: shadowing, volunteering, or offering to contribute a project.
• Standing out creatively: even pretending you’re writing an article and interviewing people can open doors.
• Using AI differently: not to churn out generic CVs, but to enhance your own voice and sharpen your pitch.

Two decades ago, I was coaching clients on personal branding. The essence is the same now: if you sound like everyone else, why would anyone choose you? The tools may have changed, but the principle hasn’t.

In a way, nothing has changed. And yet, everything has.

The post The Job Market Has Always Been Tough — But AI Has Changed the Rules appeared first on Amazing People.

This is where many people find themselves, trapped between burnout and the realities of needing a steady income. You don’t hate your job. But you’re worn out. And the idea of finding something new feels like climbing a mountain without sleep.

So what can you do when you’re too tired to leave, but too drained to keep going like this?

1. Stop blaming yourself
This isn’t about weakness. You’re not lazy or broken. You’re depleted. That’s different. Chronic stress, lack of control, or a mismatch in values can gradually wear down even the most resilient person.

2. Make micro-adjustments
You may not be able to quit, but can you renegotiate a deadline? Skip a meeting that adds no value? Take your lunch break properly? Set clearer boundaries on your time? Tiny shifts can create breathing room.

3. Use energy strategically
Save your best energy for what truly matters. That might mean letting go of perfection on some tasks, or not volunteering for every extra responsibility. Prioritise survival over striving.

4. Rest when you can, even in short bursts
If a sabbatical or break isn’t possible, find recovery in small ways. Ten minutes outside. An early night. Logging off on time. These moments matter.

5. Talk to someone
Burnout thrives in isolation. A counsellor, coach, friend, or trusted colleague can help you make sense of what’s going on, and what might help. You don’t have to figure it out alone.

6. Don’t rule out change, just don’t rush it
If the idea of job hunting feels impossible right now, park it. But don’t bury it. When you have even a little more energy, start gathering information, quietly, gently. A new opportunity may take time, but knowing you have options can help you cope now.

This isn’t forever. It’s a season. A hard one, yes, but not a permanent state. Right now, your task isn’t to leap into a new life. It’s to care for yourself within the one you’ve got, and know that change is still possible, even if it takes a while.

The post When You’re Exhausted at Work but Can’t Afford to Leave appeared first on Amazing People.

For a while, “quiet quitting” dominated workplace headlines. The idea was simple: people stayed in their jobs but did only the bare minimum. It was painted as a withdrawal, a symptom of disengagement.

Now a new phrase is circulating — quiet thriving. And it offers a more hopeful perspective.

Instead of stepping back, quiet thriving is about staying engaged while protecting wellbeing. It recognises that people don’t just want to survive their work; they want to find ways to make it meaningful and sustainable.

What does quiet thriving look like?

Employees who practise quiet thriving take small but deliberate actions to make work more fulfilling. That might include:

• Setting clearer boundaries around working hours.
• Reframing routine tasks to connect with a bigger sense of purpose.
• Looking for “micro-projects” to build skills and variety.
• Finding satisfaction in steady, consistent contribution rather than chasing constant recognition.

It doesn’t mean doing less — it means doing work in a way that supports energy and balance.

Why does it matter now?

Post-pandemic, many people reassessed their priorities. Remote and hybrid work blurred boundaries, and burnout rates soared. Surveys from organisations like Gallup and the American Psychological Association show declining engagement and rising stress.

In this climate, quiet thriving has become more relevant. It’s a way for individuals to stay productive without sacrificing wellbeing, and for organisations to support their people without demanding unsustainable effort.

A risk of misunderstanding

The challenge is that quiet thriving can be mistaken for disengagement. If someone is less visible — leaving on time, working more steadily — a manager might assume they’re “quiet quitting.” In reality, they may be among the most reliable and consistent performers.

Equally, there’s a risk for employees who get too comfortable. Thriving quietly shouldn’t mean standing still. The best approach combines healthy boundaries with ongoing growth — informal learning, short courses, or cross-team projects that build skills over time.

The business case

For employers, the message is clear: recognising and rewarding only high-visibility or overtime work misses the point. Sustainable engagement is where long-term value lies. Companies that back wellbeing and steady contribution often see lower turnover and higher productivity.

Burnout is costly, both financially and personally. Encouraging quiet thriving — through autonomy, reasonable expectations, and recognition of consistent quality — helps build a healthier, more resilient workforce.

Final thought

Quiet thriving isn’t complacency. It’s a deliberate stance: caring about your work, guarding your wellbeing, and contributing in a way that lasts. For individuals, it offers a healthier way to stay engaged. For employers, it’s a reminder to value substance over show.

In a world where burnout has become all too common, that feels like a shift worth paying attention to.

Dr Denise Taylor is a Chartered Psychologist and writer on careers, ageing, and later life. She has written seven books and is widely recognised for her expertise on work and retirement.

The post Is “Quiet Thriving” the Answer to Burnout? appeared first on Amazing People.