How do you know when it's time to look for a new job?
Apart from the obvious - such as when you're called in by your boss, who
tells you to clear your desk before 5pm - the signs are not always
obvious.
Too many people hang around in dead-end jobs, convincing themselves that
things will get better and those magical prospects for promotion and pay
increases will suddenly materialise.
However, for the benefit of those who are less keen to let time slip by,
newly-appointed publisher of Hong Kong daily newspaper iMail Nigel
Oakins, has offered "career guidance" in the form of a checklist, which
he titled "How To Know When It's Time To Look For A New Job".
- Do an annual audit of yourself: are you more valuable in yourself and
your company than you were a year ago? Have you learned new skills? Are
you more likely to be poached? Have you had payrises or bonuses as a
result of your efforts?
- Do you report to older people? Companies have to realise that young
people need to have management responsibilities, and that it was
demoralising for young staff to realise that promotions and
responsibilities are only going to be handed out on the basis of age,
seniority and experience, rather than ability and new ideas.
- Is risk-taking encouraged? If you don't challenge your client's
thinking, how can you challenge your own? "That will lead to certain
brain-death", Mr Oakins quipped.
- Look at your colleagues and assess their abilities: "If you're
surrounded by deadbeats and losers, it is unlikely that you are the
exception," he said.
- If you like the company you work for, but you are in a dead-end
position, look to move internally. It makes your CV more impressive, and
it is better off than moving into "the great unknown".
- Make mistakes, but learn from them. Do things your own way.
- Make sure you are given the resources to do your job properly, and
that you receive training where you need it.
- Insist on good working conditions. Do not put up with second-rate
conditions.
"Staff do more than just make up the numbers," Mr Oakins said.
- Make sure you have ownership in the company, in the form of stock
options, profit-sharing, bonuses and so on.
- Work for a company that treats you as an individual, that takes you
seriously, that addresses your concerns.
All this advice can be turned around and used by employers in the battle
to keep staff from defecting, Mr Oakins said.
And advice for human resources directors, employers and head-hunters who
somtimes lack vision when it comes to spotting potential and attitude in
someone who might otherwise seem totally unsuitable: keep an open mind
to all possibilities.
