How to restore stolen career pride?

Maybe it’s your expertise, your years of experience, or the responsibility you carry. Or simply the feeling that your work matters, that you matter. Everyone has something to be proud of in their professional life. But what happens when that feeling fades? Not suddenly, but gradually. Tasks shift, technology takes over, and appreciation disappears. What once gave you a sense of purpose now seems obsolete. Sounds familiar? For some, this isn’t a future scenario, it’s their current reality. Their pride has quietly been taken from them. And those who still feel secure in their roles are not automatically protected from such loss.

Not long ago, this loss of pride was discussed at a partner meeting of the Competence Center Next Generation Work. The central theme: career pride. More specifically: how can we restore and/or strengthen pride in a constantly evolving work context?

A disquieting feeling

Prof. Dr. Peggy De Prins and Prof. Dr. Sofie Jacobs kicked things off with sharp insights, theoretical frameworks, and confronting statistics. Peggy introduced the concept of “stolen pride,” a term coined by sociologist Arlie Hochschild, referring to a vague yet deeply recognizable feeling. What was once valued in a job is suddenly no longer acknowledged—or even literally taken away—due to technological advancements. The result is unease, frustration, and—as recently reported in De Tijd—sometimes even populist voting behavior.

From objective to subjective success

We still tend to measure success using objective criteria such as promotions, salary, or status. However, Sofie Jacobs’ research (2021) shows that career success is also a subjective and multidimensional concept: it’s not just about what people achieve, but how much value they attach to it. For many employees, success is more about finding purpose, achieving balance, or fostering meaningful relationships than it is about titles or prestige.

Jacobs also shows that those who proactively shape their careers tend to experience more success—both objectively and subjectively. But not everyone takes such initiative naturally. Those who feel unsupported—by managers, colleagues, or company policy—become discouraged more easily. This creates a vicious cycle: without resources like training, feedback, or recognition, there’s not enough energy to act. This is known as a loss cycle—a downward spiral where pride and motivation continue to erode. The opposite is the gain cycle, where positive experiences lead to greater confidence and initiative. Organizations can make a huge difference by providing that crucial first push.

How to restore career pride?

Prof. Jacobs drew inspiration from the work of philosopher Martha Claeys, an Antwerp-based scholar who describes three modes of pride, and enriched this with her own academic insights:

1. Self-esteem: Recognition for achievements. Important, but fragile—what happens if you fail, or if technology replaces your role?

2. Self-respect: Pride based on personal values or social contribution. This creates a connection with the organization’s mission.

3. Self-compassion: Gentleness and acceptance of oneself. The key to balancing performance and well-being.

Today, the focus remains too heavily on performance-based pride (self-esteem), precisely where the risk of stolen pride is greatest. A striking statistic from Jacobs’ study: only 18.45% of employees look back on their careers without regret. That underlines the urgency of restoring and reinforcing career pride.

Three remedies for more career pride

1. Revalue ‘ordinary’ work

Career success is about more than innovation, promotions, or prestige. The silent majority keeps our society running. We must make “invisible” work more visible and broaden the discourse around success. At Mensura, for example, this is done through “Planner’s Day,” which puts quiet contributors in the spotlight.

2. Strengthen collective pride

In a culture that overemphasizes individual achievements, shared pride often goes unnoticed. Kathleen Vangronsveld from the Next Generation Work team referenced Walt Disney: “Build the castle first.” Build the castle first, so employees can see the bigger picture in which their work finds meaning.

3. Encourage a broader career identity

When work becomes the only source of pride, the risk of stolen pride looms large. Organizations can help by framing careers more broadly: as part of a rich, balanced life. Prof. De Prins warns about the dark side of job-based pride: “What if your position disappears?” Leaders have a key role to play here. Initiate conversations about purpose, perspective, and identity.

Since 2012, the Competence Center Next Generation Work has played a pioneering role in sustainable HRM, careers, and employment relations, with ongoing attention to current themes such as well-being, burnout reintegration, diversity and inclusion, climate adaptation, lifelong learning, total talent management, and employee voice versus silence. We aim to create and apply knowledge through sustainable collaboration with our knowledge partners: SDWorx, Aquafin, Bpost, Elia, Baloise, Mensura, and Pidpa. Interested in a partnership? Feel free to contact ans.devos@ams.ac.be.