Shall I move the cheese...?

Guest Column

Mid-career job changes can be nerve-wracking. Many managers prefer to stay put, fearing the unknown. It needn't be so tough

A mid-career job change decision is one of the toughest dilemmas that executive face.

Typically in their mid- to late thirties, in a reasonably senior position, and well ensconced in the current work place, why should they consider moving?

When a senior executive of a multinational corporation, having worked 12 years in the company, approached a placement consultant for "better prospects", the latter's first reponse was, "You know, one should keep moving every three to four years. It shows that you are dynamic, willing to change, to take risks and have fire in your belly. Five years in one organisation is really the uppermost limit."

When the executive remarked, "I had been growing in this 'Day 1 campus-recruitment company' and there really was no need to think of change so far," the consultant simply shrugged his shoulders.

The regional sales head of a consumer durables company who had been consistently rated as an "average performer" for the previous three years, decided one day that he had had enough. He settled for a parallel move into a retail financing company.

Within two years, he grew to become the national head of the business. The thoughts of the loyal, "left-over", ex-colleagues in the durable company (who were still heading other regions)?

"Our company does not recognise talent. See how well he did after he stepped out."

But they still didn't dare follow in his footsteps. Rationalising their status quo, one of them confessed his insecurity during an informal get-together: "The risk factors are immense. I have got used to a certain lifestyle. What if things don't work in the new place? My years of equity in the current organisation will also be washed away. And I may not get a required alternative break at that stage."

There are many more interesting excuses for not moving out or even actively seeking a change.

Ask the faint-hearted, "The job market is down, the economy is down. Why take a chance in this situation?"

On the other hand, the marketing manager of a telecom company stays put, reasoning, "The industry I am working in is among the handful which are growing. My company is among the better ones in the industry. Why should I move out of either?"

At an alumni get-together, when a friend remarked, "You seem to be married to your company", the marketing services manager of an auto company defended, "My industry is in the doldrums. There is bound to be a shakeout in it. If I move to another company in the same sector, I may be the one to be shaken out, on the first-in, first-out principle." When the friend asked why the manager didn't change sectors, the reply came pat.

"It will take some time for me to acquire domain skills in a new industry and function. In today's environment, if my pace of learning is modest, or I am unable to deliver quickly, I may just be asked to go. More so because, lacking domain knowledge, I will be an easily disposable commodity in a new industry."

Is there then a decision model or framework available, which one can consult to aid in this decision-making? If only there was! But the following may be somewhat relevant:

"The economy has got nothing to do with your job or salary." This was a spontaneous piece of wisdom which came from a person returning from West Asia when he a job seeker asked him whether he should go to there given the present state of the Gulf economy.

What he meant was, "Any economic condition can afford your salary!" This dictum arguably applies to the local (Indian) economy just as well.

A good number of job movements happen irrespective of the state of the economy. Meaning, as in the example above, that the "macro" may not affect every "micro".

If a person is not enjoying his or her job on an on-going basis, little else could be worse than that.

An unhappy job has the potential to adversely affect one's self-confidence, self-esteem, relationships at home/work/with friends, enthusiasm level and passion.

That is why everything that can be done must be done, including changing whatever tracks that need changing, to ensure you enjoy every day of your working life. It is true that change for the sake of change is not a good strategy.

As you move up in your career, the number of years spent in one organisation after which you are labelled "stagnant" also perhaps keeps changing. For example, at the start of a career, three to four years may be a long enough period to move for the sake of change. But not so in the middle of one's career.

So, rather than the number of years, a better yardstick to decide whether you should accept or aggressively look out for a change in a mid-career, would be, as mentioned earlier, whether you have hope, energy, excitement and something to look forward to as you wake up each week-day.

"Don't change if you are feeling low. You may feel worse in a new place with new faces and no friends" "" following this advice could be detrimental to your health.

Some ways to mitigate the risk in a job change are:

Meet your would-be boss, at least once, after receiving the offer. This interaction can be utilised to "read" him and see if you can vibe well with him.

Even though one or two meetings can be deceptive, it is a better situation to be in than meeting him for the first time on your first day at work.

Talk to one or two employees of the prospective employer, through close references. Here, too, the caveat is that each employees has a unique story and experience to tell about the same work-place.

So instead of asking generic questions about how the company is, try to check specific concerns which are part of your key decision variables.

Remember, a change is not a bad idea after all. Gathering sufficient information to take an objective and balanced perspective can help overcome the concerns and fears, which may otherwise block a wholesome change.

(The author is senior marketing professional in a large Mumbai-corporate house. The views expressed here are his own. Email: rajivg2708@yahoo.co.in)