Career Transition – The Inside Job – When Is It Time to Move Out? Eight Clues.

Bruce HazenBruce Hazen, MS
Three Questions Consulting | 503-280-0151

The Inside Job – When Is It Time to Move Out? Eight Clues.

When it’s time to plan your exit strategy, be alert to the signs and begin early. You may not be able to afford a long period without income. Your company is less likely, these days, to offer a generous severance package or access to outplacement services. These are reasons to be prepared with a good exit plan and search strategy already underway if the bad news is going to be coming.

Accelerate your search strategy with the help of a career consultant that will meet with you during after-work hours. Start developing your professional objective and marketing plan and let people, in your inner circle of friends and colleagues, know of your interest in moving out of your current work.

Clues That You May Be “Invited to Leave”

There are certain changes or conditions that are warning signs to watch for. These are actions that may be done to you in particular or done throughout your organization, representing a more generalized threat to your job and the jobs of others.

1. You’re not consulted. Losing your chances for input in organizational matters is a signal that leaders are getting closer to running affairs without you.

2. You’re Being Scrutinized More Closely. You feel as if you’re not trusted. Micro management and documentation of your work is starting or accelerating.

3. Co-workers Are Not Conferring with You. You’re being left out of meetings you’ve usually been part of. It’s been a while since anyone’s discussed a future project with you.

4. You Got a Poor Performance Rating. You barely got a raise and may even have been given a warning. You and your boss don’t share the same perspectives as to why this happened and there’s been no interest in discussing an improvement plan with you.

5. You’ve Had Frequent Run-ins With Your Boss. Though they claim it’s not personal, it all comes down to relationships. Performance is subjective and managers are more likely to let go of people that make them feel uncomfortable. Eventually the clashes stop, and you’ll find yourself ignored.

6. A Lot of Talk About “Transition.” Your company is likely to merge, be acquired or “reorganize”. Change can represent new opportunities if you have positioned yourself and not let others over-define you. Beware of the viability of your product, service and skill-set at a time like this and be seen as a supporter of change, not a foot-dragger.

7. New-Hires Are the Wave of the Future. New folks are being hired who can do no wrong with the higher ups. Your development has plateaued. A merger or acquisition brought new talent to the company and they seem to rule. Certain academic degrees or professional certifications (that you may not have) are suddenly very important.

8. Leadership: Your Manager is a puzzle, obstacle, or entanglement.

The surveys continue to show the same fact; people more frequently quit their boss, not the job or organization. This doesn’t necessarily mean something terrible, evil or negative about the boss. He or she is an expediter of your talent and so you must make a judgment call about your chances of developing under this person or your chances of being able to adapt so as to work with him/her more comfortably.

Moving out, when the work no longer fits, is the most common question that my clients raise and it’s often not the  first question they need to answer. Consider the fact that you may be bored  or stalled at an inappropriate level of work and that’s why it feels like a non-fit. Maybe it’s time to move up. Maybe your style of working is not collaborative enough or your leadership style needs adjusting. Perhaps it’s time to adapt your style instead of leaving – and having the same problem follow you to your next employment. Talk to a trusted friend or colleague before you pull the rip-chord.

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