Employees; Career growth is built on trust, not job hopping.
Don’t think that job changes are the only way to address pay and responsibility stagnation in your role.
Build the trust of your leaders and then ask for more responsibility and pay. Good leaders will elevate motivated people. Laziness expressed as job hopping is a shortcut to nowhere.
The market for jobs is strong now, but it won’t always be. Focus on contributing at a high level because the culling is coming. The tide will go out. Don’t make a hasty change only to find yourself in a beached boat and lowest on the tenure hierarchy. That will suck.
Employers; Don’t let people stagnate. Implement common review questions targeting growth and change your employees want to see in their career.
UPDATE: Navjot Chaggar responded on LinkedIn with this interesting point.
“I see your point however I still do not agree. Leaders of many larger companies are seeing their employees as just a number and do not value loyalty, trust, or commitment of their employees. No one is talking about how company leaders at companies have changed but rather blame the employees. Career growth stagnates at certain companies that don’t get treated properly, I am not talking about free handouts but those who passionately work hard and dedicate their time to work.”
To which I responded:
It’s a thought provoking point you make, Navjot.
In essence I think I agree with your point of not having blind loyalty. If a company doesn’t value people, one should leave. Not because of stagnation but because that company fails to understand a fundamental truth about the importance of their people. It will be a toxic place.
Reality is rarely that stark though. More often leaders are human with significant responsibilities and fail. We all have strengths and weaknesses. A subordinates job is to understand their boss. A bosses job is to understand their subordinate. Peter Drucker wrote an awesome little book called “On Managing Oneself” that discussed that dynamic.
As a recruiter, I perceive, sometimes, that the feeling of being underappreciated can be rooted in an insecure need for constant validation. Then the company becomes the scapegoat for the person’s own issues.
It may be your perception that no one is discussing failures of leadership, however, my perception is an enormous conversation about failures in leadership and how job-hopping is the key to career growth. It’s not an easy problem to solve because it requires both parties to take personal responsibility.
There are certainly many facets. I welcome your thoughts.
About the author
TJ Kastning is the principal of Ambassador Search Group, a boutique recruiting agency passionate about finding excellent professionals for amazing construction companies.
Send us your recruiting and hiring questions for our ‘This Week’s Questions’ series. We appreciate the opportunity to contemplate tricky issues.
TJ can be reached at email@example.com.