Think before quitting the job

Vishakha has her aspirations, her manager was supporting her in her development. She was also nominated for the global development programme. However, she was missing something, and she thought it was not enough. She was expecting quick promotion. She decided to quit the job. She thought that she has required competencies and will get the better position in the market. No doubt she got that, but she realized that the job is not what she was looking for. She was missing the company culture, manager’s support, the progressive mindset of peers and development opportunities. She quit that job also.

Sometimes impulsive decisions about job change harm the career. It is always good to take the proactive approach before the frustration is built.

Pranay was a performing employee and his manager was happy with him.  However, his salary increase was not what he was expecting for the last 2 years. He thought that the company didn't care about him. He got a good salary hike and joined another company. Within 2-3 months, he realized that he got a good salary hike, but the culture and development opportunities were missing. There were few benefits which he assumed were there, but it was totally a bureaucratic organization.       

It is observed that while quitting the job and joining another organization, we may get the sense of achieving more and getting something extra which is missing in the current organization. However, by doing this, we may get a few extra but may miss few vital which you were enjoying. For example, you get a salary increase, but then realize the culture is the problem or manager is difficult. Of course, totally depend upon your priorities.       

If you are stuck up, if you are totally frustrated and if you think that you have reached a glass ceiling in your current role and organization, then you can think of exploring new opportunities. Changing jobs and getting something new is always good. This also required the courage. You really need to be a risk taker. 

Adventures are good but then decide those adventures are worth trying. Before taking such decision, 

• Evaluate your company culture, people around the organization and your relationship with the team and peers.

• Also evaluate your company’s financial situation, movement of key people in the organization, impact of regular turbulences (recession, covid19 etc) on the organization and the behaviour of the organization (leadership team) during such crucial periods.  

• Your role in the organization and future opportunities.

• Learning & development opportunities provided by your manager. Sometimes employees need some time before taking the next step. 

• In the following circumstance be sure that your manager and company are investing in you for your future and they are developing you for the next role.

• If you are nominated different local and global development programmes. 
• If you are assigned for different cross functional projects. 
• If you get visibility during leadership meetings,
• If you get the opportunity to speak with HR or leadership team members time to time. 

• And finally ask the question, is the organization is purpose driven and performance focused with people orientation.

In spite of having this all, if you are frustrated deep dive why you are frustrated in the current job. Sometimes it is just the lack of reflection and insight.       

You may also want to read, Decide your exit strategy

Please read the print replica of my latest book written for leaders on amazon kindle, Vitality in Human Resource: Adding human dimensions in HR processes

(Opinions are purely personal & does not represent my organization)

If your boss thinks that your growth has limitations, what will you do?

Your Exit Strategy..

Vikas was the Line Manager of Prabhanjan, one of the senior technical sales manager in one of the well-known MNC.  Prabhanjan was around 52 years old, working almost for 10 years in the company. He was not doing well for last few years. He was qualified engineer, expert in his segment, but was not doing well for last few years. Vikas has concluded that Prabhanjan was reached at the level of complacency.  In spite of giving several feedback, Prabhanjan was not trying to fulfil the expectations of his line manager. Vikas communicated to the management  that he didn’t want the person in his team. Of course he had taken all actions, to bring the Prabhanjan at expected level. The issue was the attitude of employee.