Should You Be ‘Open to Work’ on LINKEDIN While Fully Employed? Navigating the Awkward Dance Between Employees and Employers

The CEO of your organisation is casually checking in on professional updates, when suddenly, they see their top-performing employee sporting that unmistakable green banner: “Open to Work.”

Their heart skips a beat, or some gets really angry and disappointed. Questions flood their mind: Are they unhappy here? What are they looking for? What embarrassment is this? Did I do something wrong? For the employee, it’s just another career move. For the employer, it feels like finding out your significant other is browsing dating apps LOL.

Is it okay for employees to put up that green banner while still employed? How does it affect both parties, and how should they handle the situation without unnecessary drama?

Why Employees Put Up the Green Banner

First, let’s understand why employees openly declare themselves “open to work” while fully employed.

1. Career Growth: Some employees genuinely feel stuck. They want better place, more responsibilities, or opportunities to grow, and they’re simply casting their nets wider.
2. Exploring Options: It doesn’t always mean dissatisfaction, some employees are testing the waters for what’s out there. Think of it as career window shopping.
3. The Job Market is Tough: In Nigeria, jobs don’t come easy. Announcing you’re open to work might just give you an edge over silent job seekers.

But to be honest, wearing that banner while still employed can be bold. It’s like saying, “I’m here for now, but don’t get too comfortable.” And while that’s honest, it does create some tension.

How Employers Feel About It

For employers, seeing that green banner is unsettling, to say the least. It’s like hearing whispers at a party that someone might leave early and you’re the host.

Why Does It Feel Awkward?

• It’s Personal: Employers often invest time, money, and trust in their employees. Seeing them openly looking elsewhere can feel like a slap in the face.
• It’s Disruptive: Losing key talent can derail projects, stretch teams thin, and increase hiring costs.
• It Creates Doubt: Employers might start questioning the employee’s commitment, even if the job search hasn’t affected their work (yet). They may start shopping for a replacement which means that once they find, your services will no longer be required. Imagine if you're yet to get another offer, It then becomes what we refer to as "First to do no dey pain, na second to do dey pain"

But hey! Employment is a contract, not a marriage. It’s based on mutual benefit, not a lifelong vow. Just as employers reserve the right to let people go, employees have the right to explore other opportunities.

What Employers Should (and Shouldn’t) Worry About

What to Worry About

1. Company Culture: If multiple employees are “open to work,” there’s likely a deeper issue. Are they feeling undervalued or unsupported?
2. Retention: High turnover rates can hurt morale and productivity. Address why people are leaving instead of focusing solely on who’s leaving.
3. Reputation: If word gets out that your workplace isn’t fulfilling or fair, attracting new talent becomes harder.

What NOT to Worry About

• Healthy Ambition: Employees wanting to grow isn’t a bad thing. If anything, it shows they’re driven and forward-thinking.
• Fear of Leaving: Not everyone who’s “open to work” will leave. Sometimes, it’s just a backup plan.

My Advice for Employees: How to Job Hunt Without Drama

If you’re actively looking for a new job, do it responsibly:

1. Keep It Private If Possible

LinkedIn has an option to share your “open to work” status only with recruiters. Use it. No need to announce it to your entire network unless you’re prepared for questions.

2. Stay Professional at Your Current Job

Don’t let your performance slip just because you’re looking for greener pastures. Maintain your professionalism until your last day, it says a lot about your character.

3. Be Honest, But Smart

If your employer confronts you about your job search, don’t lie. Say something like, “I’m exploring opportunities that align with my long-term goals, but I remain committed to doing my best while I’m here.”

4. Exit Gracefully

When the time comes to leave, resign properly. Serve your notice period, complete your handovers, and thank your employer for the experience. A messy exit burns bridges and you never know when you’ll need a reference.

Advice for Employers: How to Handle “Open to Work” Employees

Instead of reacting emotionally, take a measured approach:

1. Have a Conversation

Don’t assume the worst. Sit down with the employee and ask, “What’s motivating your decision?” Sometimes, a simple conversation can uncover issues you didn’t realize existed.

2. Focus on Retention

Use this as an opportunity to reflect on your workplace. Do employees feel supported? Are there growth opportunities? Fixing these issues can prevent future departures.

3. Stay Professional

If an employee decides to leave, let them go with grace. Don’t guilt-trip them or make their exit difficult. A professional goodbye builds goodwill and they might even recommend your company to others.

4. Plan Ahead

Always have a succession plan. No matter how good an employee is, nobody is irreplaceable. Building a strong pipeline of talent ensures you’re prepared for transitions.

It’s Not Personal, It’s Business

At its core, employment is a transaction. Employers want productivity, and employees want career growth. When either party feels they’re no longer getting what they signed up for, it’s natural to explore other options.

• For employees, job hunting isn’t betrayal, it’s self-preservation.
• For employers, seeing that green banner isn’t the end of the world, it’s a chance to improve your workplace and retain top talent.

Whether you’re the employee or the employer, the key is professionalism. Employees should job hunt responsibly, and employers should respect their choices. At the end of the day, a healthy workplace is one where both parties feel valued, supported, and free to make the best decisions for themselves.

Now, let’s get back to scrolling LinkedIn, shall we?

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