Before delving into the journey of recognizing when it’s time to leave your current job, let’s address a crucial point: the importance of tenure. In an era where job-hopping seems as familiar as changing socks, it’s essential to emphasize the value of staying put for a meaningful period. Generally, experts recommend staying in a job for at least two to three years. Why? Because good companies are observing. They monitor your progress, assess your dedication, and prepare you for future opportunities. They’re not keen on promoting or hiring someone who constantly jumps ship for a few extra dollars or a shiny new title. With plenty of candidates vying for positions, they’re looking for stability and commitment—an increasingly rare trait in today’s transient hospitality workforce.
However, there are situations when there are few options but to leave and explore alternate opportunities. Call me old-fashioned, but loyalty and dedication are commendable virtues in an old-fashioned industry and will pay off when applied correctly. Once you have completed at least two years of outstanding service and have seen others promoted, possibly even with less seniority, it’s time to take a closer look. There are unmistakable signs that signal something is not moving in the right direction, and it may be high time to bid adieu to your current job. If this is you and you have worked in the same position, with the same salary, for more than 3 years, there maybe a good reason to explore alternatives. Here’s a straightforward breakdown of the reasons for this scenario.
The Dead-End Dilemma:
You’ve hit the ceiling—hard. Despite your unwavering commitment and stellar performance, the path to advancement remains a distant mirage, leaving you in professional purgatory. Your annual reviews have been good or even excellent, yet your boss isn’t receptive to your concerns, and neither is HR or the General Manager. This configuration happens everywhere and often and your career interests may not be the same as that of your boss, who happens to also be the Buddy of the General Manager. This happens quite often, particularly in the Middle East and South Asia, even in the best of companies. If you are caught up in this scenario, you should consider an exit from this situation. However, ensure you have worked with the company for at least 2-3 years and you have explored transfer options within the company.
Culture Clash:
You’re like a square peg in a round hole. The company’s values and vibe don’t align with yours, resulting in perpetual workplace discontent. I hear you and see it all around the global hospitality scene. There is, of course, no discrimination for someone whose skin color is a shade darker than the company chairman envisions it. You might not fit in with a group of managers from a specific country or even a city within this country. You may not be liked because of a different religion, and of course, finally, there is your age. The older you are, the more diligent you want to prepare your exit strategy. And should you be too old, above 55, you want to bide your time and wait for an opportunity when you are approached and poached from the outside. And even then, do it carefully.
The Pay Gap Chasm:
You hustle daily, yet your paycheck still resembles pocket change. It’s time to face the music: You’re being undervalued, and it’s high time to cash in your chips elsewhere. If you are in a management position, your salary be increased anually however this is not the case everywhere. If you have been doing well, your reviews are excellent and better, and feedback about your work is overall positive, promising companies to usually increase your salary. However, this differs in middle and upper management, where your contract determines salary. It is wise to ensure that increments happen annually if not every two years. This usually is when you are being promoted, and with a promotion comes better remuneration. If this is not the case, you want to investigate why you are not making progress, and if there is no progress at all, even after a constructive conversation with your HR Manager or Department Head, you will and should begin to consider alternatives.
However, I always point out that you should apply a certain amount of patience, especially if you are working in one of the top companies. If your performance is good or perfect, there will usually be an upward move with better pay. If not, make sure you move into a company that is of equally good quality and image and never consider a downward move, let’s say from Marriott into a Holiday Inn; even if the position is higher and the salary somewhat better, it will not look good on your resume and affect your salary definitely at a later time.
Burnout Boulevard:
You’re running on fumes, your passion extinguished like a candle in a storm. Stress and disillusionment affect your mental and physical well-being, signaling a red flag waving fiercely in the wind. This was especially true between 2019 and 2021, but no, the pressures to keep young managers working unpaid overtime with few days off happen today just as much as they did during pre-COVID days. My readers know me well. The career environment I write about is the worldwide 4-star, 5-star, and deluxe hotel industry.
While Burnout Boulevard is not happening in Europe, quite the opposite is the case in other regions, especially and in full view in countless African countries, South Asia, and the Middle East, with lovely destinations like Dubai, Abu Dhabi, Qatar, and now, to a more glaring extent, in KSA. I know firsthand that there are many top companies in these regions. Even though they tout their high standards and say that our employees are our most valuable asset, Their line staff, supervisory- and assistant manager levels are frequently underpaid and taken advantage of in many different ways. This only happens in the region but is more frequent than you might think. I know a lot about it; some of my clients work in top hotels, yet the pressures there are substantial, and many want to give up. There is no single solution to this; each person, supervisor, or manager experiences their career differently.
If you are a strong-willed person, you will eventually get through this. However, some need to possess the stamina one needs to endure. Eventually, many move on to another company. But I can tell you, the grass on the other side is just as green as on this side. A good superior or a mentor can support you emotionally in a big way, but if there really is change and no improvement, you will have to move out and look for a better opportunity. But be careful; you don’t want to just throw in the towel; you want to plan your exit strategically so that you don’t find yourself in a 3-star or 2-star group and eventually working for an owner directly. In 85% of these cases, you will ultimately be worse off than you were in your previous company. So, while you know it, it is time to move on. You want to apply strategy and focus on your career objective.
Stagnant Waters:
Your career growth has stopped, like a ship stranded in the doldrums. Opportunities for learning and advancement are as scarce as water in a desert, leaving you parched for progress. You are not considered for promotions, and your annual reviews, if any, are average at best. You need more energy and knowledge to improve your work, but you feel you are doing well; however, those in charge do not share this opinion. This is a tough spot, and the typical GenZ or Millennial will only look for a new job after first evaluating the root cause. It is difficult for me to provide honest and valuable advice in this situation, as I have never been in this spot. However, sometimes running away is not the right option and sometimes, it absolutely is.
If you are below 40, then go ahead and start job shopping. Ensure you have a reworked and professionally written your resume and possess the supporting career documents. If you are over 40 and want to do the same thing, upgrade your resume and put yourself into exploration mode. However, apply much more care than those younger than you are and be much more selective in the kind of company where you eventually accept a job offer.
Now that you’ve recognized the signs; before your make the final step, you want to ask yourself some very important questions and re-evaluate your overall situation honestly. In my next blog I will provide a structure what questions to ask yourself and how to evaluate the consequences of a job change. Again, age and position does play a role.
Read my next blog post and you will have much more clarity if the job change is the right move or if you should consider to stand by and give it another chance. Until then, have a good week.
Helmut H Meckelburg
