How Do You Know When it is Time to Move on from a Job?

This is a question we posed to our LinkedIn audience and the answer may not be what you think it is. The decision to leave a job is not one to be made lightly. Knowing what your professional boundaries are and where the breaking point is when considering leaving a job is important. Here is what our audience had to say as well as some strategies from CorTalent on how to remedy this situation before the breaking point.

1. Managerial style

With this being the number one response for 48% of our poll participants, we can see that a bad manager or ineffective managerial style can ruin the entire workplace experience.  Whether it be a manager who doesn’t listen to an employee’s goals and career aspirations, or concerns about the workplace, or a manager who micromanages tasks, or one who sets unrealistic goals; each of these scenarios can detrimentally affect employee morale and overall feel in the workplace. Working in a difficult environment day in and day out can lead to faster burnout and higher turnover in employees. According to an article by Worklife, employees may have stayed in positions with effective managers in the past, if there was a healthy salary. However, after the events of the pandemic, that is no longer the case. It seems employees won’t put up with bad managerial styles anymore.

2. Pay/Compensation

When it comes to pay, it may seem like this would be prioritized at the top of the list for most people. However, with our participants on LinkedIn, it ranked second. With the economy heading into a recession and inflation being higher than ever, it’s important employees feel they’re being justly paid. We’ve found through research that 85% of Gen Z won’t even apply to job posting if the salary isn’t listed. That data assumes that the same mentality lies within the greater workplace as well. Gen Z, and often Millennials, are pro-transparency especially when it comes to salaries, according to Forbes. No matter the generation, pay is an important component to keep your employees feeling like their work is valued.

3. Work/Life balance

The pandemic taught us a multitude of things when it comes to the job market. Most importantly, how easy it was to transition to working from home or working in a hybrid model. Now that we’re three years in, many businesses are pushing for employees to work from the office full time again. And according to 18% of people in this poll, that is a good reason to leave their position and find something with a more flexible schedule and location. Now, not everyone wants to be 100% remote, but it is important to have clear expectations as an employer. On the flip side, it’s just as important for employees to clearly understand what type of environment they work best in and whether that aligns with where they currently work, or not.

4. Career development

While it is not on the top of the list for most, 12% of our respondents find that once they have learned or achieved all that they can in one company, it is time to move on to the next. This is an important factor as to why career driven individuals may feel like it is time to move on from a job. This is why managers and leaders should always take into account their employees’ career and growth goals. Acknowledging these goals and working with employees to achieve them is a great way to retain top talent.

Strategies to Help

Now as stated at the beginning of this, evaluating whether or not it is the right time to leave your job is an important decision. There are steps to help you determine whether this is the best move for you, personally and professionally. With our most popular answer being bad managerial style, here are some strategies to try and help remedy the situation before searching for new jobs. If you feel your needs aren’t being met, ask to meet with your manager to discuss career goals, long-term and short-term, as well as other needs and desires in the workplace. If, like 21% of our respondents, pay or compensation is an issue, perhaps arrange a meeting with your supervisors to discuss and create a development plan that includes timelines for, or expectations around, pay increases. Now, if there’s an issue around work/life balance, the easiest first step is to have your manager clarify the workplace expectations around schedule and flexibility, especially when it comes to being remote or in the office. All of these strategies can help prevent the stress of finding a new job, however if you recognize it is time to leave, CorTalent is here to help.