Source | LinkedIn : By Kevin Raines
It has been my experience, that mid-February marks the kick-off of the year’s most intense season of HR talent movement for the following reasons:
- Performance appraisals and discussions are complete.
- Merit and incentive award decisions have been made and communicated.
- Vesting of annual equity awards has taken place.
- And yes…. The team is tired.
As an employee, now is a perfect time to peacefully assess your current employment situation. It is not the time to let fatigue or raw emotion cause you to make hasty career decisions. A healthy annual exercise is to sit down with a couple of hours of uninterrupted solitude and write down the answers to the following questions regarding your current employment situation:
- What do I love about my current role?
- What do I dislike about my current role?
- Am I learning and growing in my skill set?
- Am I compensated fairly for the contributions I make?
- Are the leaders in my organization worth following?
- Am I truly prepared for a geographic move?
- Am I in a financial position to assume the risk of a career move if things do not work out?
With these questions answered, you are in a much better position to assess if you are open to either an internal or external career change as opportunities are presented. The key is to be very crisp on what you are solving for in your career and to be very deliberate in going after it. Those who drift through their careers, usually look back with regrets.
As an employer, now is the perfect time to honestly assess your vulnerability to loosing key talent. Through my experience with candidate placements in compensation, benefits, and HR roles across the country, I am regularly reminded of the material gap between available, qualified candidates and the high demand for strong HR talent. Know that your strong talent will likely receive recruiting calls and ensure you have done all you can to give them reasons to stay.
In my conversations with candidates, the key reasons long-term employees consider an external move are generally:
- Poor relationship with their boss – misalignment of values, unclear expectations, lack of courage to deal with poor performing peers, or simply being disrespectful.
- Lack of ability to learn and grow professionally – being held back from growth opportunities because they are too valuable in their current position, limited investment in internal and external training, or lack of leadership interest in their professional growth.
- Feeling their contributions are not valued – inequitable compensation relative to new hires (feeling they have to leave to get a material increase in compensation), absence of verbal or formal recognition, or continually receiving additional work without commensurate compensation and resources.