If you don't love your job, leave it

I mentor and coach...a lot. It brings me joy to help people realize their full potential...not because of what I do for them, but for what they are capable of doing for themselves. I truly believe that each individual must take control of their own work destiny.

I have gotten a lot of solicitation on how to execute on a job change, successfully. Regardless of the motivation (lack of job satisfaction, limited career growth, want to do something different, et al), it is important to know that there are ways to move on to your next job without burning bridges.

I could write a whole blog series on why people become unhappy and dissatisfied with their jobs, but I am not doing that here. Instead I will share a formula and framework for how to change your job with minimal risk of harm to, to your manager/department, and to your company.

If you are not happy with what you are doing, you have to go. Make it on your terms.

How to change your job

The assumption here is that you want to change jobs but keep the movement within your existing company. If you are leaving for another firm, you may not have to be as precise with this framework.

1. Know what you want (and what you don't want)

The first thing I ask people when they say they are unhappy with their job is "why?" I have heard so many different answers to this question ranging from:

• toxic team dynamics
• desire to be more client facing
• limited skills/career growth potential
• want to try something new

There is usually a cathartic replay of events leading up to the "why". And I always listen, intently, because this is where I can really understand what makes people happy and unhappy. And those are the exact things that one needs to be grounded on when looking for the next job.

For example, when a technical person wants to have a more client-facing role, that is something that is *good* for the firm and for the Employee (and for clients). Therefore, the job in product development that might have been exciting 3 years ago, might have lost it's luster, and the person might want to grow their client facing skills. That's a wonderful thing!

2. Explore the wonders of the internal job universe

Most large companies have an internal digital marketplace where job postings are published. Here at IBM, we have a website with a job search capability. Start by looking for your internal "dream job". The key word here is LOOK. Do not apply at this point (you'll understand why, shortly). This kind of "job exploratory" should be fun. Don't limit yourself, be curious, think about the possibilities. It's penalty free to look.

You might also think about someone you know that has a cool job and talk to them about what they do. You might even ask them if they have any openings on their team...you never know!

Remember those internal job postings you looked at? If possible, reach out to the hiring manager or someone on the hiring manager's team for a job that you find interesting. Explain that you are exploring the internal job market and want to understand how quickly the job role needs to be filled, and is it possible to have flexibility for transitioning from a previous job. Don't forget to ask questions that would indicate the kind of culture a team has, that is super important too. Do you feel this is a job you will enjoy? excel at? make a difference? learn new things? get the experiences you are looking for?

It is important to NOT make any commitments to hiring managers at this point, because there is one important person that could put the squelch on the best job you may find (we'll find out in the next section).

Changing jobs typically requires consent from your current manager and the hiring manager. Not having concurrence from both is a non-starter for any potential job change. You must do what you can to gain consensus from both managers in order to make a smooth transition. By talking to hiring managers in the "exploratory" phase, you can test whether they might be interested in you and your skills and whether you might be a good culture fit. Remember, no promises, no commitments. Just explain to the hiring manager that you are exploring possibilities and are not ready to apply quite yet.

3. Have "the Manager" talk

For some, nothing strikes fear more than having "the Manager" talk about your decision to change your job. Some of the fearful things you might think are:

"What should I say?

How should I say it?"

I have never feared any manager I have had. From my own experience, I have always thought of my manager as being there to help remove blockers so I can get my work done. It is important to exude confidence and really know what you want before you have a talk with your current manager. If you are nervous, role play and rehearse. Always be truthful and be sure to include these elements:

1. What you have learned from your current job?
2. What you have liked and dis-liked about your current job?
3. What things/experiences do you want to do next, and why?
4. Express your desire to make a smooth transition

Here is an example of an Employee having "the Manager" talk:

I have been thinking a lot about my career goals. My current job in your department has taught me so many things! Especially that project last month, where I was able to lead the team in engineering that new feature with open source. I really liked the team dynamics we have. In retrospect, I realized that I missed out on the client interaction and collaboration prior to the engineering work. I think I really want to explore that aspect a lot more. Our company is so client focused, but I feel a bit abstracted from those interactions in product development. I really want to immerse myself in that client experience, I want to be more client-facing. I have started looking at job opportunities that can give me that kind of opportunity and they are out there. I want to grow in that way, and I think I can bring more value to our business through client experiences.

For all the excitement and prospect of embarking on a new job assignment, I want to make sure that my leaving does not "break the business" by leaving your part of the business exposed. I think _______ would be a great successor, and I would like to work with you to create a transition plan.

I have said a lot. I am excited and nervous all at the same time. What do you think about all this?

Note how the Employee never "asks" their manager for permission. They inform. There are no "bridge burning" undertones here. The message is positive and upbeat. The Employee has empathy for their Manager...knowing that they will have to find a suitable replacement and the Employee's desire to make a smooth transition with a successor. In fact, the Employee has a successor in mind! The Employee concludes their initial statement with a question to the Manager...not asking permission, rather soliciting feedback on what they have just heard.

All the Cards on the Table

At this point, the best thing the Employee can do is listen to the Manager's response. And this is where the true test of a Manager can be seen. A nurturing manager will be supportive and encouraging and work with you to get you where you need to be. Give them time to think in the moment. Let the manager respond.

A low performing manager will block and make excuses. You don't want to work in an environment like that anyway. It's good you have been "exploring." Sometimes it might take some negotiating to agree upon an exit strategy for your job. You may have to finish some projects. You may have to mentor your successor. That's ok, expect it. Keep both hiring and current managers informed and connected.

It's time to go! (and arrive)

Either way, it's time to take the next steps to the next job! Follow through with your current project commitments and your transition plan. Keep your current Manager informed. Connect with hiring managers and formally apply for some of those jobs. Do it quickly. Let any prospective hiring manager know that you have already talked to your current manager about changing jobs.

Never burn bridges. You never know who you will cross paths with again in the future. It has been said that happy employees are productive employees. What makes us happy today, may not make us happy tomorrow. Change is inevitable.