Moving company can be a risky business. It’s a big decision that can affect your entire lifestyle, your happiness and your future. But sometimes it’s hard to see the wood for the trees when you start thinking about a move so we’re here to help you work through some of the issues to be considered.
1. Weigh up your motives
When we talk to candidates about how to navigate their career, we refer to ‘Push Factors’ and ‘Pull Factors’. Push factors relate to why you want to leave and pull factors relate to what draws you to a new opportunity. The greatest risk of making the wrong move is when you are really strongly motivated by push factors, in other words you can’t wait to get away from your current company and your judgement is clouded.
This rings alarm bells with prospective employers. So think it through properly and articulate your reasons for leaving well, but don’t dwell on them. New employers would much rather hear about the reasons you’d like to join them.
2. Make sure you fully understand what opportunities may lie ahead with your current employer
Countless times we hear from Managers “if only they had come to me first we could have …” Nothing is more frustrating to a manager than having a resignation come as a surprise. Of course, this is a two way street and leaders have a responsibility to effectively manage talent including goal setting and regular reviews, however, the responsibility also lies with you to ask questions and find out what your employer plans for you in regards to a career pathway. You might learn something that would have ultimately led to you regretting your decision to move.
3. Consult a colleague or mentor
A colleague or mentor can provide you with impartial advice, hold you accountable to the goals that you set for yourself and most valuable of all, can be objective and challenge your thought process. They might just open your eyes to risks that you hadn’t considered for yourself from an un-emotional and unbiased point of view. Or, alternatively, they might just give you the assurance that you’re taking the right course of action.
4. Review your own experience
A common reason for a hiring manager declining a candidate is “lack of depth”. Exploring what this means tells us that real depth is something you acquire over time and is much more difficult to achieve when moving from job to job too quickly. Typically we say ‘Year 1’ in a role is when you develop stakeholder relationships, assess the scope of works and build your strategy; ‘Year 2’ is when you get some traction and implement your strategy and ‘Year 3’ is when you evaluate the effectiveness of your work. It is this review process that gives you ‘depth’, however all too often you have moved on before then and will never really know what worked and what didn’t and therefore what you would do differently next time.
5. Prepare your ‘go to market’ strategy
If you have done all of the above and you are still intent on a move then all that is left to do is get a plan of action. Firstly you need to be clear on what you’re looking for and how it differentiates from your current role. Whether it’s the type of leadership you seek, the opportunity for cross functional experience, the organisational culture or simply more scope. Write down your wish list and ensure your next employer can deliver on your expectations. Know your market value, don’t take a guess or add 10% to your current salary, get hold of a salary survey or some public benchmarking data or talk to a recruitment consultant you know and trust to get a good handle on your market value.
6. Plan how you want to leave
It’s a small world and a well-planned respectful resignation will give you the best chance to ensure your legacy remains and you can advance your career with your head held high.
And finally, do contact us for advice or any assistance we can give you. Our team will give you a good indication of the best person to talk to.
2019 could indeed be the year for you!