What is your why and why is it that important.

I was posting this article 1,5 years ago, when pandemic started. I just had a look at it, referring back to some material while preparing a new blog post. I think material is still valid and worth reposting.

When entering the job market some 15 years ago, it was kind of funny for me to hear questions like "where do you see yourself in 5 years". Why was it funny? Simply because I had no idea. And that was because I needed the experience. Not that I had no ambition. I needed to know the taste of things in real life and the next five years in professional life were no more than just a blur imagination. Roughly speaking, I just needed to take what was available, and the learning process started from that point.

Recently, in a private conversation, I was confronted with the following opinion. Probably everyone had, has or will have a tough period close to clinical depression in professional life. It was a general statement, easy to undermine. But that, what followed, rang a bell: "the warning sign is when you are losing the joy of what you are doing". So, dear graduate, where do you see yourself in 5 years? I don't know. I need to do a few things, experiment, find out what brings that joy.

We are encountering someone's work effects every day. Be it a job advert, a press article or a sales pitch, we can smell this intriguing scent of passion behind. Or we can't - because it's not there. Was it just done because it needed to be done because someone paid for it? Or did someone put a piece of one's heart? On different meetings at work, I think we can quickly spot, who is there and who would like to be somewhere else.

It is not unexpected to see Simon Sinek's quote in the blog post. His?ability to find general patterns and explain them in simple words is compelling.?

'Inspired employees make for stronger companies and stronger economies. That is why I wrote this book', reads his book 'Start With Why: How Great Leaders Inspire Everyone to Take Action'. The book 'not designed to tell you what to do or how to do it. Its goal is not to give you a course of action. It is to offer you?a cause of action'.

'So why would you change the job now?'

What is your answer to this question during a recruitment conversation??

And why is it so important to know the answer well, before it's asked?

In my opinion, it's?because it builds trust. When you have done your homework: you know why you did apply and come to the interview, why you want to get this job, then you are confident. And that's what the manager hiring a person to the team wants to see. A genuinely confident person (not the one covering a lack of self-confidence with overconfidence) earns trust. And that is where mature relation can start to develop.

Let's imagine two candidates attending the interview. First one is a perfect (or almost complete) match in terms of skills and experience. But somehow the conversation does not flow, you, as a hiring manager can feel that he or she is not 100% there. And there is a second one. There are gaps in the experience, but you can feel the energy, the commitment, you can feel that the candidate wants the job. And he or she can convince you why.

Whom would you hire?

Inviting someone to the team is a risky decision on many levels. Hiring the person who would not be meeting the expectations will cause troubles. It will be reflected in overall team performance, level of everyone's stress, the amount of extra work to be done by others. It will influence the team atmosphere. The manager will be backfired badly by bad hire from many sides. Many hiring managers I have talked to are asking themselves the question "will this person take the portion of my work, so I don't have to do it myself?".

I do not mean that skills are not essential. Of course, the solid basis of required qualifications must be there. You will not be answering calls from English-speaking clients not knowing English. But?the motivation, which builds engagement and confidence, which raises trust, is a deal-breaker. Once committed to the final effect and having basics, you can learn many things. But having all necessary knowledge and no reason to use it, will not make you move forward.

So, how do you get prepared? How do you find out about your "why"?

I would say – ask yourself what does not work in your current job situation. Otherwise, the chances are that when the offer is on the table, and it comes to saying 'yes', you will fall into decision paralysis and decline.

I have my private opinion, which is backed by 13 years of experience of talking to candidates in their recruitment processes. The salary is not the most popular reason for people quitting their jobs. Nor is making further steps in the detailed career plan. Sometimes it is the feeling of doing something valuable, offering change and hope for humanity, sometimes a prestige of a brand, but honestly – how many employers offer that?

What is influencing the decision then? The atmosphere of work is. The sense of security is.?The feeling of having your teammates and managers behind you and good work spirit are the reasons that people do not want to quit their positions. So is the sense of belonging, being trusted and awarded accordingly to the effort put in one's work. When employees are managed well, they know that the effects they are expected to deliver are entirely under their control. They feel secure, on both personal and organizational level. Expectations are clear. The decisions that the organization makes are understandable.

Another reason that people stay in their jobs is that they don't feel stuck in the routine too much. They are always refreshed with something new, something to learn, some new approach to take. Feeling of personal growth: being stretched and being able to tackle challenges, is very important.

A match between one's essential skills, strengths and abilities and characteristics of the tasks one is assigned to do is another vital thing. Long story short: an outgoing, extrovert person will be happy with cold-calling and terrible with numbers. See how many cold calls an introvert would do.

Why am I stating the reasons why people stay in their jobs? Because chances are, that if

• you feel secure in your work; your stress level is manageable
• you know that you are learning
• your tasks match your natural talents

Then when it comes to real decision making, means the offer is on the table, you will drawback.

Otherwise, if one of those three is not there, it means that probably it is the time to think about a change. Why? Simply, because you will be happier. Your self-esteem will grow, your family, your environment will benefit. Don't let the red light (of losing the joy of everyday life) flash for too long.

When doing your homework before the recruitment interview, I would suggest reviewing the three points mentioned above. How does it work in my current situation? Do I need to change anything? Is the potential employer offering me a change in that matter? Which questions should I ask on the interview to get a better picture? When you are honest with yourself, you will make a better impression on the meeting. You will look like a more self-aware person, knowing what you want. And your final decision will be better.

And what are your experiences? I am curious, what was the main reason when you changed the job? Happy to read your comments.