You’ve just started your new job and it isn’t work­ing for you. What’s your next step?

The Globe and Mail (Ottawa/Quebec Edition) - - REPORT ON BUSINESS WEEKEND - EILEEN DOOLEY Ca­reer-tran­si­tion spe­cial­ist with VF Ca­reer Man­age­ment, Cal­gary of­fice

Start­ing a new job is ex­cit­ing. You ar­rive fresh, ready to go and likely have come back from a last-minute va­ca­tion on the heels of your fi­nal day at your last job.

You walked on wa­ter for the first week or month, but af­ter that, the work sets in and it be­comes ap­par­ent it’s not the job you signed up for.

The role may be more ju­nior or ad­min­is­tra­tive and less strate­gic than you ex­pected, or your boss may be a night­mare. You have de­cided to quit – but how does that not af­fect your rep­u­ta­tion and dam­age your chances for fu­ture em­ploy­ment?

What to do

The most log­i­cal place to turn is the pro­ba­tion pe­riod that’s likely in your con­tract. Pro­ba­tion pe­ri­ods are a two-way street.

They are in place not only for the em­ployer to change its mind, but for the em­ployee, as well – there should be no hard feel­ings if ei­ther of you de­cides to end the re­la­tion­ship. Ide­ally, the em­ployer will un­der­stand, just as they would ex­pect you to un­der­stand if they said good­bye to you.

If an exit in­ter­view is an op­tion, take it, or find some other way to com­mu­ni­cate to your boss or hu­man re­sources that the po­si­tion was pre­sented in a way dif­fer­ent from re­al­ity.

If you are leav­ing be­cause your boss’s “lead­er­ship style” is not work­ing for you, this is some­thing to com­mu­ni­cate in an in­ter­view. Just keep it pro­fes­sional and help­ful to the com­pany, which may need to re-ex­am­ine how or who they hire.

Any re­course

Go­ing back to your pre­vi­ous em­ployer may be an op­tion, de­pend­ing on your sit­u­a­tion. Some em­ploy­ers may see you as dis­loyal and not wel­come you back. Oth­ers may see you as a valu­able em­ployee and con­sider op­tions to re­hire you. If this is the case, have an hon­est dis­cus­sion as to why you left and per­haps changes can be made to your old role to help you feel more sat­is­fied with the com­pany – if they take you back. This is fur­ther rea­son to leave any em­ployer in a pro­fes­sional way.

If the em­ployer you’re leav­ing re­cruited you and caused you to leave a good job with a solid em­ployer, you may have some le­gal re­course – es­pe­cially if the po­si­tion was not pre­sented in a truth­ful and ac­cu­rate way.

What can you do to avoid tak­ing the wrong job

Job in­ter­views should al­ways give a can­di­date an op­por­tu­nity to ask ques­tions of the em­ployer. Many peo­ple do not use this op­por­tu­nity to its fullest ex­tent.

Ask in­tel­li­gent ques­tions that will not only make the in­ter­view panel think (af­ter all, they just made you work – now it’s your turn), but that will give you a sense of what it would be like to work there. This also may give you a heads-up that the po­si­tion they are in­ter­view­ing for may not be as they have pre­sented it.

Ques­tions such as: What is your pri­or­ity for this role, and what do I most need to suc­ceed? Or, as my di­rec­tor, what would be the most valu­able thing I can learn from you?

Also ask why the po­si­tion is avail­able. If it is a new role, ask what in­ter­nal re­sources are in place to sup­port it, such as ex­ec­u­tive spon­sor­ship. If the role is avail­able be­cause some­one left, ask how long that per­son was there.

If the an­swer is any­thing less than a year, ask how long the per­son prior to that was there. If you see a dis­turb­ing pat­tern of six- to eight-month stints, it is un­likely you will last much longer. The new hire is ei­ther get­ting let go, or run­ning away. You will likely ex­pe­ri­ence the same fate.

As part of pre­par­ing for an in­ter­view, you should also scan LinkedIn or other so­cial net­works to see if you know peo­ple work­ing at the com­pany. Ask them for in­sight on the role, your fu­ture leader and the com­pany’s cul­ture.

Your con­tacts are a valu­able re­source in terms of get­ting to know a com­pany’s true cul­ture, and whether it will fit your goals. Re­views on sites such as Glass­door may also be help­ful, but be mind­ful that all com­pa­nies have dis­grun­tled em­ploy­ees. Look for pat­terns and keep an open mind.

Ul­ti­mately, do not waste time at an em­ployer hop­ing things will change, be­cause they rarely do.

If it’s not what you signed up for, get out and be­gin the hunt for some­thing else.

Pro­ba­tion pe­ri­ods are a two-way street. They are in place not only for the em­ployer to change its mind, but for the em­ployee, as well.

Newspapers in English

Newspapers from Canada

© PressReader. All rights reserved.