Why your employer doesn't want to see you go, its not always best to stay

Should You Stay Or Should You Go?

There are many reasons why someone may decide that the time is right to make a career change. This can be driven by a change in personal circumstances, a desire to achieve new career goals, seeking promotion or moving into a role that is more suited to their work-life balance. With the average person spending 40 hours a week at work, it is important that the work and environment is fulfilling, enjoyable and provides a sense of achievement. So if you are feeling stuck or demotivated, moving on to a new opportunity makes sense.

Many people start searching for a new job because they feel that they are unappreciated or that their efforts are unnoticed at work. They may not be being challenged or feel as though they are being left out of decision-making and passed over for new opportunities. Very often, this is because they are extremely good at their job and able to work autonomously. Their line manager doesn't realise that they desire support and input from them and rests comfortably in the knowledge that they can progress other work knowing that the work performed by their competent employee will be done to a high standard regardless of their level of supervision.

It is not unusual, therefore, for that person's resignation to come as a total surprise to their line manager, who is then likely to turn on the charm in an attempt to build bridges and convince their employee to stay. It may be that the employee is highly thought of, trusted and their feelings of isolation weren't recognised or were misinterpreted as being engrossed in their work.

However, it could also be that the manager simply wants them to stay for reasons beyond the benefit of the employee. When an employee leaves, their manager has to pick up or redistribute their workload until such time as a suitable replacement can be found. This reduces the productivity of remaining team members and running a recruitment campaign takes time, costs money and requires an investment in training to bring the new starter up to the required standard.

In this situation, the employee needs to decide whether they can build bridges with their existing employer, explain their feelings and know that they will be acted upon. If they have already secured a new position about which they are excited; one that they believe will be more fulfilling, offer more opportunities, a better salary or a better work-life balance, then they need to remind themselves of their reasons for leaving. In reality, old habits die hard and the conclusion is likely to be to hold firm, be professional and leave on a good note.

If an employee wants to be fondly remembered, either for their own sense of self-worth or to increase the likelihood of a future reference, they could offer to help with redistributing their workload, write handover notes or support their replacement's induction. They should remember that this is not mandatory and they need to do what feels right for them.

Tech talent should always be valued and managers should remain aware as to the feelings, motivations and aspirations of everyone in their team. So, if you are feeling as though you are invisible, djr can help you to find a new position that will deliver the change you need to reset your career trajectory and feel appreciated at work.

Contact info:

0203 925 5859

djr, The Smith, 145 London Road, Kingston upon Thames, Surrey, KT2 6SR

contact@wearedjr.com