There are people who quit quickly and with ease, yet others fall into self-criticism, shame, fear, and eventually push themselves into deep stress and depressive states. In psychology, the term “self-stigma” describes this pattern, and expert Marina Veles discussed it with socialbites.ca.
Self-stigma happens when a person applies pressure to themselves, blames their own actions, and believes they have betrayed a standard or norm. It is a common experience for anyone who faces fear about losing a job or being judged by others, and it can intensify the struggle to perform under new conditions.
There are many reasons people fear losing employment. Survival instincts are wired into how the brain responds to risk. The limbic system, the oldest part of the brain, remains highly attuned to potential threats. It clings to what is familiar because familiarity feels safer. The well-known comfort zone is not simply about ease; it represents a predictable environment where a person knows every bump and corner. When new opportunities arise, the brain may send alarms to stay put and avoid change, because the odds of staying in a known situation feel higher.
Another factor at play is the imposter phenomenon. When someone is in a new workplace, everything can seem unfamiliar again. The pressure to prove oneself anew, meet different standards, and adjust to different workflows can trigger self-doubt. Prolonged exposure to an abusive leadership style can erode self-esteem as the brain tends to internalize repetitive criticism, shaping a belief that one is not valuable or capable of more.
Healthy guilt arises when one recognizes that actions have consequences and that harm has been caused. When someone weighs their own worth against expectations and feels they have let a team down, those feelings can become neurotic and unhelpful if they linger without constructive steps. The sense that one should have done better is common, but it should motivate growth rather than self-denigration.
Many people were raised with notions of guilt and shame tied to performance or loyalty. Yet each person has one life and personal responsibility for it. If circumstances at a current job are producing a persistent sense of misalignment, it can be pragmatic to consider a change. Avoiding prolonged suffering in a role that does not fit is a reasonable option, and seeking a path that better aligns with personal values can restore balance and momentum.
Historically, some individuals may hesitate to leave even when a job feels unhealthy, partly due to fear of the unknown and the effort involved in starting anew. The reality is that making a thoughtful transition is often a path to better mental health, greater job satisfaction, and a clearer sense of purpose. It is possible to take small, deliberate steps toward a future that looks different from the past, and those steps can be empowering rather than overwhelming.
Experts emphasize that self-awareness is the first important step. Recognizing when self-criticism crosses into self-doubt allows a person to reframe the situation, seek support, and plan practical changes. A supposed betrayal of the team is rarely a true reflection of personal value; rather, it can be a signal to recalibrate one’s environment and move toward a setting that respects and leverages one’s strengths. In the end, choosing a healthier path can reduce fear, rebuild confidence, and improve overall well-being.
In Canada and the United States alike, workplaces vary widely, but the core human needs remain. A sense of safety, fairness, and opportunity to grow are universal. When individuals notice persistent signs of stress tied to work, they are urged to assess their options, set boundaries, and pursue opportunities that align with their long-term goals. By doing so, they can shift from a cycle of self-doubt to a mindset focused on growth, resilience, and personal agency.