The “It’s Your Career” series at Management Excellence is dedicated to offering ideas and guidance on strengthening your performance and supporting your development as a professional. Use the ideas in great career health!
Far too many professionals linger in stagnant roles or struggling firms long beyond the optimal expiration date of their involvement. Instead of seeking out new challenges that support learning and skills expansion, otherwise competent, motivated individuals tend to linger in bad situations hoping for circumstances to shift more to their liking. More often than not, they are disappointed.
This is the career equivalent of the classic cognitive trap, escalation of commitment. Instead of cutting our losses, we value the time invested and recall better days. We falsely believe that with just a bit more time and effort, things will change. In reality, the time you’ve put in is gone. It’s a sunk cost, and the only thing that matters is what happens today and in the months and years ahead for you in your career.
Most of us are conditioned to place a premium on loyalty and dedication in our co-workers, and we wear our own commitment as a statement of who we are as professionals. Sadly, in this era, there’s little reward for standing firmly planted on the deck of a sinking corporate ship or facing the daily tirades of a miserable manager. There are no gold watches and there is no one to look out for you in your career but yourself.
Please give yourself permission to do what’s best for you in your career, including changing roles, departments or even firms.
Beware The Gravitational Pull of Running in Place:
With apologies to physicists everywhere for the very inaccurate science suggested in the header of this section, the fact is that there’s a strong force that keeps is locked in position, repeating our daily routines week in and week out, in spite of our internal understanding that this is going nowhere…or at least nowhere good.
When I talk with employees or clients about why they’ve lingered for so long in a situation that has moved from bad to lousy, they typically offer some form of the following three responses:
- I believe I can make a difference and improve things.
- At least I know what’s wrong here. I could easily jump into something worse.
- I have financial commitments. It’s not a good time for me to make a job change.
My response in order: (1) that’s noble, but after a good effort with no change, you are simply naïve, (2) that’s a lame excuse to stay in employment jail, and (3) the best chance you may have for easing those financial burdens is to make a change.
Fear and Loyalty:
My own translation is that most of us struggle with the elements of fear tinged with low self-esteem. For many, throw in a smattering of that nagging feeling that if we leave we are being disloyal to the firm that sends us a check every few weeks or to the manager who has helped us along.
First, the fear issue. The thought of change is disconcerting. And yes, changing positions, firms or industries comes with a set of all new challenges. Your routine will change. The political dynamics in your new department or firm are different than what you’ve grown accustomed to in your prior role. You might not be the expert…and in fact, you might be momentarily dependent upon other experts. Or, it might not work out. Those are all tangible concerns and some of them breed fear. Nothing should be as frightening however, as wasting the time of your life or the time of your career. If you’re not learning and being challenged, you’re dying professionally, and the thought of that should scare the heck out of you. Fear breeds resistance and you have to find a way to cut through that resistance.
Now, the loyalty issue. I’ll offer it from my own perspective as an executive. I value the intelligence and hard work of the people on my team and I appreciate every single day they make the decision to walk in the door and help the cause. I know very well that it is my job to foster an environment and provide the support, coaching and feedback that keeps the good ones coming back every day. Any manager worth his/her salt gets this.
However, I also understand that I am dealing with individuals who have aspirations and sometimes those aspirations cannot be met in my world. It’s a sad and proud day when a long-time valued contributor moves on to a new role. And it’s an honor when I’ve helped them along the way and served as a reference for the next opportunity and have welcomed them into my extended professional network.
No one owes me or any other manager anything more than their best efforts during their time of employment. That’s code for saying that I don’t expect nor will I reward any excess loyalty. I respect your need to take care of yourself in your career.
The Bottom-Line for Now:
If you are stuck in a position that no longer is challenging, or where you are no longer learning, it’s up to you to seize control and improve this situation. Don’t let the fears or false beliefs or even laziness keep you from resolving your career problem. I admire individuals who strive to solve the challenges within their present firms and I respect those who after giving this a valiant effort, decide to take their talents elsewhere. Give yourself permission to make a change.
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An ideal book for anyone starting out in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.