Right and Wrong Reasons to get a new Job
Are you sure your new job will be better than your current job? 9 steps help you recognize a job that only looks tempting and promising, but in fact leads to a new dead end.
If the main reason for changing jobs is to get rid of the suffering in the current place, then this is wrong. With this in mind, a famous HR professional Lou Adler created a matrix for job seekers that you will find below. At the bottom of the matrix, there are reasons for people to think about changing their job. At the top are the reasons why they accept job offers from other employers. These negative and positive motives, in turn, are subdivided into external (short-term) on the left and internal (long-term) on the right.
When deciding to change jobs, many candidates overestimate the value of what they get in the first days in a new job: title, office location, company brand, earnings. Yes, these are important motives, but they are short-term. And, if a new place does not imply a long-term career development, then the satisfaction from changing jobs quickly evaporates, and negative motives take over again. A vicious circle of discontent ensues. This matrix from Mr.Adler can help you to make an informed decision, even when you are overwhelmed with the desire to get rid of the pressure in your current place, and have a hot new job offer.
Let’s take a quick look at the four categories from the matrix. If your job is characterized by the description “The Way to Nowhere”, then surely it is time to think about changing the employer. If you recognize yourself in the “Routine” section, then there are several ways you should consider how to get things done, and changing jobs should be just one option of many available.
When looking for a job, you face a critical challenge. It is extremely difficult to understand long-term career opportunities from a job description in a job ad. Often this is the hiring manager and recruiter are to blame. In the urge to close the gap in the team as soon as possible with the best possible candidates, they don’t hesitate to add potential (but not real) opportunities to the actual job description.
In this case, it would be good for a discerning person to understand that behind the outer veneer of the described work, promising new career heights, a time bomb may be hidden. And in a year, you may have to look for a new job again. 9 simple steps below can help you get a true picture of your career prospects.
- Find out what is really required of the person in the job offered. Ask the hiring manager or recruiter directly. Ask questions about what they consider the main goals of the company and how you can contribute to achieve them. Ask about how they see success of the new employee. Find out their expectations of the person in the position, the amount of work, the resources available, and the value of the work across the company.
- Turn “theory” into “practice.” When asked to complete a personal questionnaire indicating your skills or take aptitude or situational judgement tests, ask how these skills/competencies will be used in your future work. If you do not hear a clear answer, then this is a serious call that the recruiter does not know exactly what he or she offers you and this is not good.
- Find out the reasons for opening this vacancy. The point of the question is to understand whether this is a problematic position like an anti-crisis measure, or a good opportunity and result of positive changes in the company like expansion.
- Take an interest in the fate of your predecessor in this job place. Try to learn it not only from what the company representative tells you, but find him or her in the LinkedIn or other social media and ask directly. This can give you important insight. You can use this information to assess your prospective employer’s or manager’s ability to properly select and develop their employees.
- Ask how your future results will be measured. And what kind of precise measurement is available in the company. You should be alerted if you hear a vague or evasive answer. A strong manager is always able to justify the expectations of the person he hires.
- Learn more about the organizational structure. Find out about the team members and those with whom you will work. You should meet with some of them before making a final decision. If you inherit a team of subordinates, then ask about its quality and the ability to rebuild it.
- Take an interest in the manager’s vision regarding the department and the vacancy. The answer will provide insight into the hiring manager’s qualifications, aspirations, and growth potential for you in your new role.
- Ask about leadership style of CEO and key figures with your prospective employer. Is your CEO/management available if you need it? Is he/she spontaneous or measured? A mentor or an ardent techie? Make sure your approach matches the style of the future leader. Otherwise, you will be bitterly disappointed in a few months.
- Explore real corporate culture. Ask everyone you can find from this company how decisions are made, how big the company’s appetite for change is, how complex the infrastructure is, and so on. Do not get fooled by the banalities and fantasies of official statements.
When deciding whether to leave or stay, avoid the temptation to be guided by the strength of the new employer’s brand or the joys of the first few days after the transition. These things lose their relevance in 3-6 months. Instead, emphasize what you do, what you learn, who you work with, and how it all relates to your career and personal needs. This approach prevents the “Routine” from escalating into a major headache and reduces the risk of facing the “Path to Nowhere” scenario, which will again force you to take up the search for a new place. Getting a new job can be a joyful event. But usually, it may take weeks and even months to get it with all interviews, aptitude tests and personality questionnaires. Just think if you can get all that you want in your current job place instead of getting a new job – often this is the best option.
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