Quit­ting early won’t nec­es­sar­ily be held against you

Herworld (Singapore) - - FEATURE -

Paul Heng, founder and man­ag­ing di­rec­tor of Next Ca­reer Con­sult­ing Group, says leav­ing your job should be en­cour­aged – as soon as the re­al­i­sa­tion hits that it’s not tak­ing you places. “With the speed of change and the con­tin­u­ous dis­rup­tion of ex­ist­ing busi­ness models, it’s im­por­tant to ask your­self if you are still learn­ing at your job,” he ex­plains. “It’s not about how long you’ve been at a po­si­tion – whether it’s a month or a year, if you are not grow­ing, you should leave.”

Paul says peo­ple need to think of ca­reer pro­gres­sion in three stages: learn­ing, work­ing to be­come an ex­pert, and hit­ting ex­pert level. Keep tabs on where you’re at in your job, and if you quickly get to the third stage and there’s noth­ing else to learn, move on.

While Paul says peo­ple leave their jobs be­cause of bosses, work en­vi­ron­ment or un­fair com­pen­sa­tion, the big­gest push fac­tor should ac­tu­ally be lack of growth. “There’s no bet­ter rea­son to look for other op­tions than know­ing that you are stag­nat­ing, or cruis­ing.”

Still, a short stint doesn’t make an in­ter­vie­wee un­em­ploy­able, says an HR man­ager who chose to re­main anony­mous. “We hired an em­ployee who was at her pre­vi­ous job for less than three months, and she’s been here for more than a year,” she says.

While the man­ager ad­mits a pre­vi­ous short stint may not earn you brownie points, it’s not a lost cause. “In our case, this hire’s per­son­al­ity suited the com­pany,” she ex­plains. “We also look out for job com­pe­tency, po­ten­tial for growth, and whether his or her val­ues are in line with ours.” Ba­si­cally, your short em­ploy­ment at a pre­vi­ous firm isn’t as big a deal as you think it is.

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