Working within the recruitment industry for the last decade has provided insight to countless situations where professionals take the leap into a new position and absolutely love it, questioning why they didn’t make the move earlier. And then there are the not so great leaps, where the experience, to be frank, is less than positive and within 3 months of taking up the new position the decision is heavily regretted. In my experience the latter thankfully is rare.
So before taking that leap into the abyss what should we consider before making the decision;
‘TO STAY OR GO?’
You work in a culture where encouragement and support is fluid. Both you and your colleagues are motivated to achieve more, building a confident, collaborative and harmonious team environment where even if you don’t agree on everything, you feel safe in voicing your opinion.
There is little or no emotional intelligence, the culture is one of low appreciation and even lower job satisfaction.
Your manager comes to you for feedback, listens to your opinion and encourages you to play an influential role in the team, sharing your thoughts and ideas liberally and motivating others to share the same positive outlook.
You are bored with your job, you have put your hand up to contribute and take on more responsibility (meaning you have asked to take on more responsibility or where there isn’t an immediate task at hand, you have taken the initiative to review a particular area of the business and identified areas for improvement). And this hasn’t been acknowledged or embraced several times.
Your performance review is a positive experience and is a tool used to provide constructive feedback, identify areas for development and growth opportunities, discussing training and support networks. Used correctly, performance appraisals should act as an appraisals for evaluation and developmental purposes. A properly executed appraisal acts as a basis for hiring new employees, training and development of current employees, restructuring of workflow and employee motivation. A good manager will nip issues in the bud straight away.
The annual Performance Review is used as a tool to deliver negative feedback (a direct or a sandwich style approach are the most common methods) which comes as a surprise to you. There is no mention of development or training and the whole process feels negative and demotivating.
Management plays such a big part on whether employees have a positive or negative experience and whether they stay or go. Research by Randall Beck and James Harter, Why Good Managers so Rare, shows how the quality of management impacts the success of the business more than anything else.
Here are some highlights:
- Bad managers cost businesses billions of dollars each year, and having too many of them can bring down a company.
- Businesses that get it right, however, and hire managers based on talent, will thrive and gain a significant competitive advantage.
- To make this happen, companies should systematically demand that every team within their workforce have a great manager.
- If great managers seem scarce, it’s because the talent required to be one is rare. Gallup finds that great managers have the following talents:
- They motivate every single employee to take action and engage them with a compelling mission and vision.
- They have the assertiveness to drive outcomes and the ability to overcome adversity and resistance.
- They create a culture of clear accountability.
- They build relationships that create trust, open dialogue, and full transparency.
- They make decisions that are based on productivity, not politics.
As Richard Branson says, “Good people are crucial to business success. Finding them, managing them, inspiring them and then holding onto them are among the most important challenges a good business leader faces. How you deal with these matters often determines the long- term success and growth of your business.”
It’s worth remembering no organisation or manager is without fault and yes sometimes the grass does seem greener on the other side. It’s up to you to make a decision that takes into consideration fact and feeling. Once you have arrived at your well thought out and weighed decision, commit to it for a certain period of time i.e- 3, 6, 12 months. Where you end up may just surprise you and open your eyes, finding new opportunities in your existing workplace or moving onto new horizons. The choice is yours, good luck!