JOB SURFING: MOVE ON TO MOVE   

Old Times changeth. Old order gives way to new.

Times have changed. Gone are the days of lifetime employment with your employer. Gone are the days when changing the jobs was looked down with disdain. Switching jobs is nowhere considered an irresponsible behavior now. In fact, it is considered a plus point if you have worked with a few companies in order to gain the oh-so-valuable experience, and broadened your skill sets.

But switching jobs just for the heck of switching is not advisable. You should be able to judge when it is safe to jump the jobs and benefit, rather than hurting your long-term interests.

One important reason people change jobs is the availability of new opportunities and challenges offered by the change. You have to be disciplined to get the skills to stay in the race. You have to seize opportunities when they come. Still, most important reason people look towards a change is because they often find that they are not growing in their present jobs. They might not be getting new challenges, no chance to learn new skills, or simply, there might not be a new promotion coming along in next few years time. The new job will change the equation the way they hope it should, or at least, give them a promotion.
But that's not as easily done as said. You have to time your moves properly. Opportunity always does not come as soon as you have decided to hop. You have to judge the moment when to jump and when to hold back. You have to develop a network in case you haven't done so already. Activate the network and decide where you want to go. Also contact the headhunters. (See CoolAvenues articles on Networking and Headhunters)

Most important question is when to make a move. The important thing here is that you should be honest and accurate in assessing your performance at the workplace. You should be able to analyze clearly without much error whether you are doing well in your present job or badly. Most people completely misjudge their performance and are, therefore, surprised/ shocked when they are promoted/ fired. You don't have to be a magician to know how you are doing. Just keep your eyes and ears open. Identify whether any key assignments in your department have been given to others? Are you being given crucial assignments? Is your opinion taken/ asked for in key decisions regarding your functions? Are you getting positive feedback? Is your boss ignoring you? Some of these questions will answer your review of your performance.

Check up your workplace relationships too. As a simple exercise, think about whether your boss actually likes you - not just respects your work, not just depends on you, but also actually likes you. Bosses, no matter how seemingly professional, impartial, and meritocratic, still tend to look out for those they genuinely like. And what about your colleagues? Popularity counts a lot; says an HR manager, "If you get along with your peers, then your promotion would be a popular move."

Always expand the scope of your inquiry, taking it well beyond considerations of how you fit into the organization. How about the organization itself? What is its reputation in market vis-à-vis with competitors, movement of its shares in stock market, reviews in press, any major restructuring/ product launch planned? Remember, there's a right place/ right time factor when it comes to promotions. You can be doing well, but if your company isn't, your advancement may be hindered. Big events such as mergers, restructurings, or a new CEO can be early warning signals that it's time to leave.

Weigh all the factors, and weigh them regularly. Career counselors recommend that you set aside a time, maybe once a year, to assess your situation on a more formal basis. This should be separate from the annual performance review provided by most companies. Think of it as a personal performance review, when you decide whether the outlook is good at your own company, or whether it's about time to promote yourself by switching firms.

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