Before writing a resignation letter, ask these questions.
Why am I open to a new job?
Is it for a new challenge or a change in responsibilities? Growth opportunities? A pay bump or additional perks? Pew Research found that “low pay, no opportunities for advancement, and feeling disrespected at work” are the top three reasons for quitting.
A poor relationship with management is another reason employees leave the workplace. Going unacknowledged for good work, feeling micromanaged or receiving inadequate communication and feedback are common motivators for quitting. 79% of employees in one survey reported that feeling a lack of appreciation contributed to their decision to leave.
Misalignment with company culture is also a reason for employee exits. In a recent study of graduating college students, LaSalle Network found company culture is the most important element for job seekers. If employee priorities and company priorities do not match, it can be difficult to find motivation and passion for the job. It comes as no surprise that purpose-oriented employees are more likely to excel in their roles.
It is never a good move to stay in a toxic workplace environment, whether due to poor management, unresolvable stress, discrimination or harassment. However, if there are enjoyable elements worth sticking around for, have a conversation with management. Be spared from the long and tiring process of finding and starting a new job by looking for a solution internally.
Have I had the right conversations with my employer?
While quitting may seem like the easiest option, keep the long-term in mind. 25% of employees who quit during the Great Resignation now say they regret the decision. Many of the previously mentioned motivators can be addressed through an honest conversation with management and HR. Leaders want to see their people happy and successful in their role but need to know what it will take to get there.
Looking for a raise? Finding a new job is not always necessary. Have you had a conversation with your employer about compensation? Build up to the big ask by creating a compelling case based on past performance. Review recent responsibilities and accomplishments. Cite national and industry salary trends. Employers may not give an immediate yes but may be willing to create an action plan that may result in a salary increase.
Looking for growth opportunities? Express long-term goals and practical steps for getting there. While there are plenty of ways to grow outside of work, employers can support career growth with company resources. This could include getting mentored by a senior employee, receiving tuition reimbursement to take higher education courses or expanding job responsibilities.
Looking for a shift in responsibilities? Growth doesn’t only happen vertically—consider if a lateral move within the company could be possible. A lateral move is a transition into a new role that may not offer significant salary, title or level changes. It provides new responsibilities, skills, and potentially a new team or manager. Those changes can offer a new challenge and reignite lost energy. Lateral movement also presents the opportunity to diversify skillsets and develop as a professional.
Tenure within a company, whether 6 months or 16 years, offers plenty of perks: established relationships, trust and familiarity. Staying at a company is a long-term investment that can reap huge rewards in personal growth and financial gain. Quitting means losing all of it and starting back at square one. From dusting off the resume to networking to endless rounds of interviews, and from onboarding to learning new responsibilities to adjusting to a different company culture, finding and starting a new job is exhausting. Do a cost-benefit analysis before diving into the job search.
If you’ve considered these questions and are still ready for a move, let us help you through the process of finding your next position!