When career opportunities abound, when is the right time to quit your job?

There are many reasons why people look for new career opportunities. In the Middle East, a very fluid market, many more employees are passively open to looking for job opportunities compared to other parts of the world.

Why is this, and when is the right time to make the move?

About 15 to 20 years ago, when jobseekers came to Dubai to work, many (including myself) did not expect to be still here today.

They would be open to moving every two to four years or getting a few years in another organisation before returning home. Any reputable employer will want to retain their best talent. With longevity of employment comes stability and the potential for growth for the employee and the company.

In my experience, it is often the lack of growth that spurs an employee to look elsewhere.

Although salary is naturally aligned to growth in a job, it is also the responsibility that comes with a role that is important.

For example, if a top salesperson is overachieving year on year, they will probably be achieving a higher bonus or commission annually.

But if they are looking to expand their territory, manage a team or have a higher job grade and not getting what they desire, money may not be enough. It has been said that Generation Z is more open to switching roles to climb the career ladder than other generations, but those in the later stages of their careers may want a different challenge while they have the opportunity.

People tend to stay for longer because they are happy and feel looked after.

When this is not the case, it is the most likely time for them to move.

Often, a resignation can trigger the employer to try to change an employee’s mind with a counter-offer.

Many times, I have seen candidates accept a counter-offer. However, most decide to move on within a year.

Any recruitment trainer will point this out, and the reasons for this situation are almost always the same. They include:

Money

The employee felt undervalued and was persuaded by another company.

Their employer (sometimes grudgingly) matches or betters the offer. The employee felt he/ she should have had the pay increase in the first place and, therefore, feels let down.

False promises

Perhaps the responsibilities or career opportunities were not provided. The employer promises things will change, but they do not.

Poor management

This is very difficult when trying to convince a person to stay. It’s often said that people leave bad leaders rather than bad companies. If the leadership doesn’t change, the environment won’t either.

Mistrust

If the employee feels let down by the employer or vice versa, it is impossible to reverse.

I am not suggesting that you shouldn’t accept a counter-offer.

Instead, there is a much better way to approach your leadership team if you are unhappy in your role, long before you get to this point.

Open communication from the employee about where they want to go in their role and career is as important as how the organisation explains where it is going and what it expects.

There is little point pushing a loyal employee down a career path that they do not wish to go down. Some candidates may be happy with the same tasks for 10 years without any extra responsibilities

Rather than telling your line manager you have a job offer, it would be better to explain where you want to go in your career.

For some, staying in any company longer than two to four years is too much, regardless of opportunities. By switching environments, they will gain a broader experience and skills.

However, some employers may see this as a lack of commitment – and it may put them off from hiring the candidate.