To Jump or Not to Jump

The pandemic was a wake-up call for many around the world. People who have lived the hamster-wheel life suddenly realize they have the option to choose a work-life balance along with growth, and a career path. What changed? When Covid 19 hit the pause button, it broke the clockwork routine, which shifted the focus of people to what mattered. Health and family took the front seat. This called for a balance between work and life. Now it is no longer about living near the office and racing up the ladder, but rather living close to people we love and doing what we love. Consequently, people started rethinking the orthodox work system, office environment, and stress in the workplace. In this situation, the question “to jump or not to jump” arises. Coworkers leaving for new positions naturally piques the desire to leave too. But are you making the right decision?

Let us process it one step at a time.

• Prioritize: What are you jumping for? Are you jumping for a lucrative salary, a prestigious position, to get away from a stressful job, or is it just for convenience? There is a greener pasture for everyone. What is yours? It could be one of it or all of it. What you need is a list that will assist you in making wise decisions. If you take this first step correctly, the rest should fall in place.
• Not Just Salary: Ask yourself what you like about your current company other than the remuneration part. Try answering these questions and see if the new company offers you something better.
  • Is the company as steady as your current one?
  • Does your company cover you medically?
  • Will the company help upskill you?
  • Do you have a good growth path?
  • Does the job offer a work-life balance?
• Flexibility: Organizations are adopting hybrid work models in which employees are free to work wherever they are most productive. It’s the new normal. It could mean that employees don’t have to choose between work and responsibility. There are even a few companies that have shifted 100% to remote work culture. What more do you want if you are a homebody! When you think of a job change, try to understand the work mode policy that the new company follows.
• Communicate: You might not realize it, but there could be more people like you who feel the same way. Talk to your managers and HR to see if there is a better solution but make sure to have a clear idea of what you want before engaging in the conversation. I suggest you keep that list handy for a meaningful conversation.
• Negotiate: If you receive a job offer, take advantage of the opportunity to negotiate benefits that will improve your quality of life and overall happiness. Be clear, concise, and specific about what you want. Do not expect to win all that you negotiate for. Make wise choices that are vital to your role and responsibility.
  What you can negotiate for:
  • Designation
  • Bonus
  • Paid Leaves
  • Insurance
  • Childcare
  • Stock Options
  • Work Flexibility
  • Upskilling/reskilling, and many more.

Is Retention Better than Recruitment?

Note to all employers: Organizations invest in their employees by upskilling and reskilling them. A company’s goal should be to extend the service tenure of each employee to its maximum extent to reap its benefits. This can be achieved only if the organization moves along with the market trends and be at par with other companies in terms of policies, benefits, and salary. Your employees may feel more invested in the business if you recognize their contributions and achievements regularly. A company that only values profit tends to lose its employees as they abandon the ship.
Simple actions are enough to show that the employees are valued in an organization. These include having a career progression path, giving adequate training to the employees, creating an approachable and friendly team culture, and offering flexibility at work. One of the simplest actions would be to just say, “Well done.”