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Loyalty vs. Transition

April 13 2017 , Written by Micheal Gibbens

There is certainly nothing wrong with trying to better yourself with a new job. But first, carefully consider why it is, or may be, “better.” Is it because of compensation, advancement opportunity, a desire to change careers, the next step in your career planning or a combination of these factors. Regardless of why you may regard the change as “better,” here are some important considerations.

Loyalty

There is something to be said, actually many things, for staying with one employer for an extended period. Consider each one carefully.

Favor. Often employees who have been with the company for many years receive preferred assignments, more opportunity for advancement and the associated compensation increases, additional fringe benefits (health insurance, life insurance, accelerated retirement benefits, vacation time, etc.) and possibly general favor with their superior/boss, often due to the rapport developed with him or her.

Stability. Job security is usually greater when you stay with one company for an extended period. This is particularly important if you have a family with several children. Moving to another geographical location, sometimes even out of the country, will impose both stress and at least temporary hardship on your entire family. These may include possible temporary loss of income, moving and relocation expenses, leaving friends and relatives, and making new friends. However, if you are single, or have a spouse and no children, you may still be flexible enough to make the transition; but this must be a joint decision between you and your spouse.

Resume. Frequent employment changes, especially if it is not a clearly planned career move, may not look good on your resume. Employers often look for the potential for company loyalty when hiring new employees. For example, cab driver to flight instructor to commuter airline to a national or international Part 121 carrier (Delta, American or United Airlines) are all clearly planned career moves. However, moving from one flight instructor position to a second and then to a third within a two or three year period will not give the desired impression to new employers.

Transition

Will moving from your present employment to your new employment be a smooth process? Will you be using skills developed with your present employer in your new employment? Does your new employer consider your present employer as a competitor, a supplier of required materials or supplies, or a non-consequential factor in their business? Each of these could have different consequences for both you and your new employer.

Competitor. Is your new employer trying to attain a competitive advantage by hiring you? If so, and if you regard this as legitimate, the move may be best for you and both companies. You are promoting your career and bettering yourself; the former employer is realizing that the transition to higher quality workers, and retaining quality employees, must be part of their business planning; and the new employer is learning about new sources of employees as their business is growing. Conversely, if hiring you is meant to punish or put another company out of business, you have to decide if the new company really wants you or if they are using you as an ends to a means; and that means may not be completely legitimate, maybe not even in your best long-range interest.

Supplier or Non-Consequential Factor. Is there a motivation for your new employer to hire from one of their suppliers? The motivation may be very innocent or even non-consequential. However, do look at the situation from your new employer’s perspective. Additionally, consider the perspective of your present employer and how they may view you, and your work, if they are knowledgeable about your efforts toward seeking new employment.

Thank you for reading!

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