Based from the regular Product Life Cycle…
The Work-Life Cycle is based from the Product-Life Cycle theory and our own biological life cycle. After a period of personal development (College or previous work experience), we are then introduced or launched in the blue/white collar industry. We gain more and more experience (Growth). After a couple of years (or months), we stabilize and reach high maturity levels. After a period of time that work has become a routine, work-life goes into decline and is eventually withdrawn.
Sometimes, most employees fail in the introduction phase. Others have very cyclical maturity phases where the work becomes exciting due to new roles or new projects introduced.
WLC includes a Stress/Boredom ratio. In time, stress levels will eventually drops. Boredom decreases from the first two phases as the employee gets more work, and gets involved in multiple tasks. Across the WLC, stress and boredom both exists.
During the 3rd and 4th phase, boredom levels increase as the employee gets no self fulfillment or probably settles with routine work. At this point, there’s a chance that the employee wants to work on a new WLC unless a new role or job in the same company was offered (the curve will fluctuate).
There are WLCs that have a deep trenches between Introduction/Growth and Maturity/Decline. The first trench is called “Quarter Life Crisis” while the second trench is called “Unfulfilled Work Life.”