The Career Coach is In

Is it time to leave your job? Pt. 2


I have been at my job for 5 years and not sure it's right for me anymore. How do I make the decision to stay or go?


See yesterday's post for other signs that it might be time to consider moving on.

5. If you think hard but can't find one thing about your job that you actually enjoy doing, it's time to change things up.

6. If the amount of stress and unhappiness at work is so significant that it's affecting your health or relationships, it's time to start looking elsewhere.

7. If there's no incentive for you to get out of bed and perform your job everyday, no benefit that resonates in a way that's meaningful and motivational, it's time to find another job.

8. If the atmosphere is toxic--the level of in fighting, gossiping, back stabbing, and negativity is so multi-layered that you don't know where it begins or how you would even begin to fix it--time to search for better environments.

Whatever you decide, I wish you much success!


Marshall Brown

 |  October 8, 2010; 6:23 AM ET  |  Category:  Career Change , Career Exploration , Career Management Save & Share:  Send E-mail   Facebook   Twitter   Digg   Yahoo Buzz   StumbleUpon   Technorati  
Previous: Is it time to leave your job? Pt. 1 | Next: Your 30-second commercial


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Look to the 21st century loyalty to guide your career. Businesses are into a phase of creative disassembly where reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by Lockheed Martin, Chevron, Sam’s Club, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley under the leadership of Chancellor Birgeneau & Provost Breslauer are firing employees, staff, faculty and part-time lecturers through “Operational Excellence (OE) initiative”: 1,000 fired. Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.
Until recently, loyalty was the cornerstone of that relationship. Employers promised work security and a steady progress up the hierarchy in return for employees fitting in, accepting lower wages, performing in prescribed ways and sticking around. Longevity was a sign of employer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee work and careers, even if they want to. Senior managements paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ and are now forced to break the implied contract with their employees – a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that their hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other?
The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability. The partnership can be dissolved without either party considering the other a traitor.
Let there be light!

Posted by: Moravecglobal | October 21, 2010 11:00 PM
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Let me get this right - If you totally hate your job in all aspects, you should look for another job? WOW! I wish I'd thought of that. Of course many people who find themselves in that position can't find another job because of the economy. What do you have them do Einstein?

Posted by: thinker11 | October 11, 2010 10:50 PM
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