So you have made the decision to move on from your current job. A great career move for some but a wasted opportunity for others. I have interviewed candidates that came to me looking for a move. In actual fact they loved their job or their company but had other underlying issues in the work place leading to their decision to move on and hadn’t considered alternatives to resignation.
So before you jump ship, consider some of these alternatives:
1. More money
It comes as no surprise to hear that a significant amount of candidates move jobs for better salary prospects. I’m sure you would be pleasantly surprised to know that if only you had approached your manager prior to resigning and discussed your need for more income, they would have been happy to consider a reasonable salary rise. It costs employers on average 1.5 to 3 x their $$ to hire a new staff member with adverting & recruitment costs, training and loss of revenue through reduced productivity levels in the interim.
2. Career Prospects
There are times when your current role or company can no longer challenge you and you just simply have to move on. Have you considered other divisions or positions or even sister brands that you could progress into.
It would be my recommendation to approach your supervisor or manager about your desire for further development and find out what career options may exist within your current employer. It is much easier to progress into a new position or even career path in an organisation where you are already working than changing paths to a new company.
A common problem facing many employees in this city, where commute times are usually over an hour for most employees. Employers like to hold onto experienced staff and would rather try to find a solution than to replace you. Have you considered working remotely from a home office a few days a week? This could be a great solution to lessen the burden of travel and is not too difficult to set up. Alternatively, if working remotely isn’t an option, arrangements could be made for shorter hours or reduced days.
4. Internal conflict
A difficult and often delicate issue to be faced with. Once again, open communication is the only way to deal with this type of situation. If your direct manager is approachable perhaps broach the issue with them. If not, HR is often a neutral party to contact. It could be as simple as moving your desk to a different location to ease the tension. Or it could be a situation that management are not aware of and they can performance manage the issue once it has been drawn to their attention.
Whatever situation you find yourself in, it is always advisable to consider your alternatives before you resign. A loyal, experienced employee is hard to find and most employers would welcome the opportunity to keep them! Here’s a word of advice a colleague once said to me “If you don’t ask you won’t get!” – so it’s definitely worth a try!