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Employees can expand their existing role by taking on more complex problems, leading initiatives beyond one’s formal remit, or building skills that the organisation will need next.

ST ILLUSTRATION: CEL GULAPA

Published Feb 09, 2026, 05:00 AM

Updated Feb 09, 2026, 05:42 AM

In this series, business journalist Timothy Goh offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to The Straits Times’ Headstart newsletter.

Feeling overqualified is often a sign of self-awareness rather than dissatisfaction.

In more unpredictable job markets, however, this mismatch can carry higher risk, as opportunities to reshape roles or grow responsibilities tend to narrow, said Mr Kevin Chan, chief executive of human resources technology company Epitome.

“In our workforce assessments across Asia, we often see people describe themselves as ‘overqualified’ during downturns – what this usually reflects is not excess capability, but a shrinking role,” he said.

Mr Chan said that as organisations tighten, development slows, and fewer people are given room to stretch.

When this happens, employees can expand their existing role by taking on more complex problems, leading initiatives beyond one’s formal remit, or building skills that the organisation will need next.

They can also plan a move deliberately, with a clear sense of the type of work, environment and growth path that makes sense, rather than reacting only when job market conditions worsen.

Employees can also choose to stay on in a job, while accepting the trade-offs that may come with stability or work-life balance.

These include slower pay progression, as internal salary growth often lags what is available through external moves.

Skills may also stagnate over time, particularly once roles become familiar, and there is less pressure to learn or adapt. Professional networks can narrow, too, as fewer opportunities arise to build relationships beyond a single organisation.

“What rarely works is waiting for the market to improve before taking ownership,” said Mr Chan.

“In more unpredictable job markets, careers are shaped less by opportunity volume and more by direction… the individuals who navigate uncertainty best are not the most qualified on paper, but the clearest about where they are heading, and why.”

Dr David Leong, chairman of PeopleWorldWide Consulting, said the fastest path to meaningful work can sometimes be reshaping one’s current role rather than starting afresh elsewhere.

“Approach your manager about special projects or cross-functional initiatives that align with where you want to grow and exceed expectations – this demonstrates initiative while keeping you employed during uncertain times,” he said. “If you decide to stay put for now, build leverage quietly… This is not about being disloyal, it’s about being prepared for when the right opportunity emerges.”

Dr Leong said employees can update their LinkedIn profiles with recent work achievements, take on more visible work that will showcase their capabilities, and maintain relationships with former colleagues and industry contacts.

“Keep your skills sharp and your professional presence active so you’re ready when market conditions improve,” he added.

Still, Dr Leong noted that employees who are overqualified for their roles may find their career progression slowing.

“If you are coasting for too long, the gap between your potential and your documented experience widens, making it harder to land the role you actually want when you do eventually move… Employers want to see continuous growth, not someone who plateaued,” he said.

“The bottom line is this: Make the current role work harder for you while testing the market discreetly… You don’t have to choose between security and growth if you’re strategic about creating both simultaneously.”

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