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Change is a constant in today’s times. A reality one has to accept and adapt to survive in a world that is seeing drastic developments as we speak. There is a distinct generation gap between the old value system and the new. It is not necessary, however, that the old value system is better than the new. Who are we to sit in judgement of the current generation – the Gen Y and the Millennials. They have many positive attributes – they are intelligent, independent, exhibit high energy, seek challenges, are brimming with ideas, have a can-do spirit and are ready to question the status quo. So what if they get bored quickly and start looking for fresh challenges? I believe that it reflects the inadequacy of an organisation for allowing its young workforce to reach that stage.
Changing jobs has become a norm. Today’s workforce is more likely to move jobs, take on a variety of projects and businesses over the course of their careers. Even the way they view their careers is different from the way people did a couple of decades ago. Choosing the right job is an informed decision, no doubt, but one which is not always dependent on compensation, perks or titles. Job security, which used to be one of the principle driving forces for people considering employment is also not the only motivator. Then, what are those key determinants that today’s workforce takes into consideration while making important career choices? And, what should they be looking at in their future roles and companies before making the switch?
Dilemmas are a part of making choices
They are real and are there for a reason – to help us make the right decision about our careers. One’s career must be the focus because one must always view one’s working life as crossing milestones to build one’s career and not simply have a long list of employers. These are some common dilemmas that most of us would have dealt with.
* Are brighter career opportunities in the market tempting you? Do you believe that there is a more challenging job waiting for you, one that will put your skills to better use?
* Is monotony your problem? Do you feel you are stuck in a rut in your present job?
* Are you feeling lost in a mammoth organisation? Do you have a clear understanding of your KRAs and do you know how your role is contributing to the success of your department and the organisation?
* Are you feeling overly pressured in your current role, with no relief in sight? Has your focus on your career caused you to lose control over your personal life and commitments?
* Compensation is the most common reason that would tempt you to move. Is your peer group or are your university batch mates earning more than you? Do you believe that your compensation and the lifestyle it gets you, defines you? Do you believe that you could command a higher price in the market?
Any one of the above dilemmas or a combination of them could easily cause one to consider a change. While I do believe that if the greener grass is beckoning you and if you believe you can contribute to your potential in other opportunities, by all means consider them, but I’d caution young people today to keep in mind a few key things that could just about make a difference between having a good job and having an engaging and fulfilling career.
* A top priority should be to look at the stability of the organisation. If it is a comparatively new organisation, look at the promoters, whether there is an established demand or a perceived demand for their products or services. In short, assure yourself that the organisation will be around and be competitive for at least the next 10 years. Stability is also about understanding if the organisation has well established processes and systems in place that ensure its longevity.
* If the compensation is attractive, consider the salary structure as well as the tax implications thereof. What are the components of the salary, the number of benefits available to you and your family? Does the compensation package reflect the attitude of the employer as caring and looking for a long-term association?
* Examine the culture of the organisation. When you visit the company’s office for interviews, take a cursory look at their notice boards to see their internal communications. These are usually reflective of the culture of the organisation. Is there an open culture, dialogue between employees, opportunities for interaction and sharing, getting together with families etc. Does the work culture encourage innovation, offer employees time to pursue projects they are passionate about? Does the company have a work-life balance policy? These are hard questions one must explore for a deeper understanding.
* Lateral growth prospects: This is a very important aspect of career growth. A company that offers you opportunities to upgrade your skills, prepares you for bigger responsibilities and offers you diverse experiences should definitely be considered. Career growth need not always be linear but can be lateral if it has what we call career broadening opportunities. One is most likely to stick to a company when there are opportunities for lateral growth exposing one to diverse job experiences. This approach enables employees to move out of roles that get monotonous and try something new. Not only is this enriching, it also contributes to building a satisfying career that I spoke about earlier.
* Ask your future employer tough questions about their internal employee review process. This will give a clear indication about the organisation’s investment in their peoples’ careers. Are the employees given direction through clear KRAs and do they conduct regular and transparent appraisals which appreciate a persons’ strengths and identify areas that they need to work on? Is there a culture within the organisation of a collaborative goal setting process where the employee and supervisor discuss how the employee can contribute to the organisation’s goals in a free and open manner?
* An organisation that promises you a career must be serious about personal and professional development to enable employees to excel. What are the kinds of training and development programmes in the organisation? Is there a study-further policy in case one wants to upgrade skills, take on additional qualifications etc? Is there a system of mentoring and coaching for personal development available?
* The culture of leadership in an organisation is critical. Is it dictatorial or democratic? Does the organisation give priority to developing a leadership pipeline? Are there programmes to develop employees as leaders in the form of specific responsibilities, training programmes, international exposures and assignments etc.
* Rewards and recognition not only act as motivators but also reflect the culture of the organisation. Questions to ask would be if the company has a robust recognition programme, at national or international levels, recognition within the role you have applied for etc. Today’s recognition programmes in companies also include peer-to-peer recognition on a regular basis using social media technologies to propagate a culture of appreciation. Look out for such instances that give you an idea of how motivating the work environment is in the company you are considering.
Take charge of your career path
An offer letter with a fantastic pay package and a fancy title is no doubt tempting but before taking the leap, one has to consider various aspects of the organisation before signing on the dotted line. A career decision has to be long term and the thinking has to move away from getting immediate gains only. The new opportunity should allow you to realise your potential and help you grow as a professional and a person. Before you actually change jobs, you might consider doing a SWOT analysis of both the organisations you are leaving and the organisation you are considering joining. This is likely to help you make an informed decision and reassure yourself that you are making a switch that will help you in the long run.
The author is Vice-President, Human Resources, 3M India & Sri Lanka
