When to Change Your Job

When to Change Your Job
In today’s dynamic business environment, despite all the turbulence around, the marketplace is expanding rapidly. The obvious consequence of this scenario is that the number of jobs available has multiplied ten-fold. This also means that opportunities available for young professionals are on the rise. Very often the most common reason for people changing jobs is that they are being offered better salaries & perks. However this is a very short-term perspective as in most cases salaries tend to plateau over a period of time in one’s career. Whilst job-hopping is quite rampant and professionals enjoy this advantageous position they are in, let us consider the following suggestions as yardsticks to decide whether you need to change our jobs or not.

A] Unsatisfactory Job Role:

It very often happens that certain jobs in certain companies are very monotonous and boring. As a result of this, the individual becomes frustrated and indifferent at work. It may be that the job content and the individual’s understanding of the same may be different. In such situations, the individual feels that his potentials are wasted and his contribution declining. Whilst questioning why he accepted such a job in the first place, it may be true that he was not given the correct picture by the recruiters. This being the situation, the mismatch needs to be undone by changing one’s job. Yet many individuals prefer to stay back despite the above only because the current job offers ample job security.

B] Challenging assignments on the new job:

It often happens that individuals develop / blossom on the job and thus realize their TRUE POTENTIAL; they gradually realize their core competencies. Unfortunately it is also often true that their current companies are unable to benefit out of this. They may be constrained to offer these people faster growth because of company policies, existence of more senior people and such. Thus, such restless individuals start searching for opportunities in other organizations. Many individuals in fact find jobs in smaller organizations more challenging, as it is broad based and offer a variety of tasks to perform. Many executives are also fascinated by the concept of job rotations as it gives them an opportunity to learn about a new functional area of management. In contrast, very often, in larger organizations, jobs are some times overspecialized and have rigid limits. Thus, people often leave for more challenging assignments and better quality of work.

C] Better Opportunities for Learning and Self Development :

Many organizations have a deep-rooted commitment for the development of human resources and invest a lot of money in the same.At the same time there are also many companies who unfortunately do not share this philosophy. Thus, individuals are attracted to such companies where HRD is a priority area, because they feel that the exposure is better and thus growth prospects are better. Besides, in these companies better exposure is assured Vis good work culture, mentoring, foreign visits, meetings with parent companies, regular training updates and such. Here, as a result of better organization values and work culture /climate the individual not only benefits, but is able to contribute more to his job and company and also derive satisfaction from the same.

D] Lack Of Managerial Support:

It is often true that many individuals change jobs because of bad working environment and poor infrastructure support on the job. This could be due to the poor support from the boss, restrictive company policies and such. There are still many people who hate to allow others to grow and enjoy “pulling them down”. Such a work environment may create frustrations, on-performance and demotivation. It would be sensible in such situations to gradually change your organization and seek a better company. It is true that we can never choose our bosses but at least we may be second time lucky! Similarly, if the company’s performance were on the decline and deteriorating continuously, it would be sensible to quit at the earliest possible opportunity.
Of course, there is no need to panic but yet moving out is most prudent and sensible option.

E)Personal Reasons

We often come across people who cite personal reasons to justify their job change. Some of these reasons include location preferences, the need to be in a metro city so that the children get better education, the spouse’s job is transferable, citing reasons of ill health of a near & dear one, availability of good part time studies in the some cities and so on. Whilst these are personal issues let us appreciate that the above may be acceptable once in a way as reasons but not always. Infact being rigid on the above over a period of time may also impede growth opportunities.

A Question most fast trackers try to answer is about the frequency Of Job Changes. However in the absence of a clear answer, a lot of debate continues on the frequency of job change. The answers range from six monthly changes to once in a 3-4 years. Let us accept that there are no magical answers to such questions. Further, job change is best initiated if any of the above discussed it true in your organization / work-life. It is true that some have benefited by regular job-hopping but it is also equally true that many have succeeded and done well by staying on. Thus, choose your company with care, do your best and change only if needed. It is more important to remember that your commitment to your current / existing organization should never be questionable. Further, when you leave the company, people should bid you good-bye SADLY and not GLADLY!!!