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A substantial body of academic empirical evidence exists which links career satisfaction and well-being in life, and meaning in life with meaning in work. Researchers argue that ‘career wellbeing is the most essential of the five elements of personal wellbeing’ (2016), and support their claim with data that suggests that ‘people with high career wellbeing are more than twice as likely to be thriving in their lives overall’ (Rath and Harter, 2016). 


Career well-being is important given that we spend a considerable proportion of our lives at work. Hence, work satisfaction will inevitably have a significant impact on our lives more broadly. Researchers also highlight the devastating impact that redundancy or prolonged unemployment can have. Studies into the effects of unemployment (Guindon and Smith 2002) link long-term unemployment with higher levels of stress, depression, anxiety, lower self-esteem and a loss of identity.

Why we do it

What we do


As Occupational Psychologists, we have a deep understanding of what a fulfilled work-life looks like and how to achieve it. We know that it is not always just the job, or the degree of person-environment fit that influences job satisfaction, but that factors residing within the individual play their part too. Keenly aware of the differing types and severity of the difficulties individual's face when making career decisions, we use our expert knowledge to support you as you navigate your own personal transitional journey. 

Whether it be developing a new career path, building on a current experience or improving performance within an existing role, we  enable our clients to identify and transition towards a meaningful and fulfilling career.

We support our clients during their career decision making journey to:

  • identify the factors they personally associate with job satisfaction meaning at work and work engagement 

  • identify their levels of personal motivation, hope and resilience

  • examine their past and current working relationships to identify the conditions which enable them to flourish in the workplace context 

  • identify their strengths using a range of psychometrics and strengths-based tools 

  • establish the level of task and relationship challenge they are prepared to take on 

  • identify achievable sub-goals on the pathway to career fulfilment


Typical outcomes include:

  • New career

  • Relaunch of career

  • Enhanced income and benefits

  • Enhanced work-life balance

  • Increased personal credibility and capacity

  • Increased job satisfaction and performance

  • Enhanced energy, vitality and well-being

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