How to change to a better job? I suggest starting by considering whether it’s worth it at all. This post opens the “candidate guide,” which aims to help you consciously go through all stages of the recruitment process.
This post may also prove to be valuable reading for team managers who are wondering how to retain employees and for recruiters interested in motivation for changing jobs.
The IT specialist labor market, more than any other, is subject to three fundamental “megatrends” (more on this topic in the EY report):
- gig economy – flexible collaboration with one or more employers within specific projects
- great resignation – increasingly frequent job changes, growing candidate requirements regarding rates, projects and work environment
- talent globalization – the transition to remote work enables companies to hire employees worldwide, which causes salary increases in markets that pay less (e.g., Polish).
These trends, visible clearly in mature labor markets (e.g., Silicon Valley), are also reaching Poland. We change jobs more often, we are less attached to one employer. The employee holds the cards, especially in the IT market.
No megatrend will change the fact that looking for a new job or project makes sense when it leads to a change for the better.
What will you compare the consequences of the decision to change jobs or projects to? In my opinion, they probably fall somewhere between the consequences of buying a car and an apartment. This decision has a significant impact on our finances and the environment in which we will spend most of our lives for a longer period. Working remotely also puts you in a certain environment created by people you communicate with daily, their expectations, the rules prevailing in the group, etc…
It’s worth deciding consciously whether to put effort into engaging in the recruitment process (probably more than one) and adapting to a new employer.
I suggest that you start by asking yourself what isn’t working in your current situation. If you can’t convincingly answer this question for yourself, there’s a good chance that when confronted with a specific employer’s offer, you’ll fall into decision paralysis and stay where you are.
In my private opinion, backed by over a decade of experience talking with candidates in recruitment processes, compensation is not the main reason for changing jobs. Neither is implementing a detailed career plan. Sometimes it’s the conviction of serving a valuable cause, or brand prestige, but how many employers have that in their offer?
Why then do we change jobs?
Below I present a list of factors that may be present in your current position, or… not. If they are – maybe it’s not worth risking? However, if they’re not there, I definitely recommend looking for a healthy place where you’ll feel good and your effort will be appreciated.
If the salary is significantly lower than rates offered for your position (you can quickly check ranges on justjoin.it or No Fluff Jobs), but the following factors are present – it’s worth talking at your current place before taking steps to look for something external. If they’re not there and the salary is low – you have another reason to escape!
Here are the reasons why employees stay where they are:
- sense of belonging
- good work atmosphere
- sense of security
- level of communication in the team and company (being heard with understanding)
- trust and support from the boss and team
- spirit of teamwork
- adequate rewarding of effort put into work
- responsibility only for what is under your control
- clearly formulated expectations
- understandable company decisions
- lack of excessive routine
- you’re still developing and learning something new
- challenges that can be met
- proportion of tasks whose execution gives you pleasure and is directly related to your work goal, versus “additional” tasks
- matching duties to natural predispositions: things that come easily to us are probably those we’re best at, which utilize our innate talents. Of course, we won’t avoid burdensome duties; their proportion to tasks whose execution gives us pleasure is key
- well-implemented processes and procedures that allow efficient execution of tasks on which your work depends
I’m curious about your thoughts. If you think of any important reason that’s not on the above list, I’d be grateful if you shared it in the comments. It’s possible that it will supplement this list, as I will regularly update this post.
