Quitting Your Job in HR — 8 Unmistakable Warning Signs That It’s Time To Move On
by Alan Collins
Awhile back, I caught Sarah Palin on Oprah talking about her new career as an author and speaker.
Seeing her reminded me of a dinner conversation I had awhile back.
A friend asked me what I thought of Palin quitting her job as governor of Alaska with two years left in her term.
In my firm, decisive HR voice I authoritatively replied…”Well, you know, it depends.”
“Depends on what?”
“Depends on what her career objectives are.” I said.
I went on to explain.
“Here’s the deal. It was a great move — IF she was quitting politics altogether to maximize her brand, popularity and earnings short-term. Her celebrity may never, ever be higher and now’s the time to capitalize on it. As a former VP candidate, her new career allows her stay in the public eye, earn millions of dollars and take care of her family in the process. Also, her former governor’s job had become a living hell with her job approval ratings in the tank. And, if that weren’t enough, many of her staunchest political allies are now her biggest enemies.”
So, from that perspective it was a brilliant move.
But, on the other hand…
“It was an absolutely dumb decision — IF her career objective is to go after Obama in 2012. By quitting, she’s made it ten times more difficult to become President…if that’s her goal. Politically, she will need to have a credible answer for the American people to the burning question: ‘Why should I vote for you when you ran away from being governor of Alaska when that job got tough? If you can’t handle that role, why would I have confidence that you could handle a position 1000 times more difficult, complex and pressure-packed?’”
Again, just my opinion.
Let me be clear: I don’t know her real reasons for quitting and I don’t begrudge her decision to do it.
But I do know this if you were to compare her decision to an HR career decision…
To move your career forward in HR, sometimes you MUST
put your career ladder against a different wall!
(Interestingly: Oprah recently left her own show after 25 years, but let’s not digress…)
Leaving your job for is a gut-wrenching decision and one many HR professionals avoid like the plague.
There’s a famous quote which says, “Pain is temporary. Quitting lasts forever” with the implication being that quitting is bad and you shouldn’t quit even when things are really tough.
With all due respect to the author of that quote…that’s the most ridiculous thing I’ve ever heard.
Quitting is NOT failure!
If you‘re unappreciated, roadblocked or not making the progress you need to make where you are, then quitting is actually smart decision making. Why bang your head against the wall when you can focus your energy in a place that truly appreciates your talents and where you can advance towards your ambitions.
There’s absolutely nothing wrong with saying that your goals and the company’s goals don’t align.
Libby Sartain, former Senior VP – Human Resources at Yahoo in her book HR From The Heart talks about clues that tell you when it’s time to move on to your next HR role. Here are her thoughts – mixed in with quite a few of my own.
You should move on:
1. If you’re not having fun anymore.
You dread the thought of going to work. You used to get up in the morning anxious to get going. But now each day takes more effort than it used to. If you have to press that snooze button three or four more times than normal, then it’s time to dust off the resume.
2. You don’t see things improving.
You’ve tried to change important elements of your job that you feel must change and that are within your control. It could be that you’re doing more grunt work than you’d like. It could be that you’re working with a client you don’t like. And, you’ve tried to take responsibility for making things better. However, if repeated efforts to solve the problem have failed, you face the tough choice: Stay where the conditions will bother you, or find a different environment.
3. There’s no way for you to move up.
You’re dead-ended. Perhaps you’ve worked hard, performed well, and now there is no place for you to go. If this is the case, maybe your next step is to go elsewhere. If you stay put, you’re likely not going to be growing and developing.
4. You’re not on “the list.”
Yes, that list. You know the one. The one that all promotion-minded HR folks want to be on. After busting your butt, you’ve been told you’re a solid performer and valuable member of the team, but no one’s lobbying for you as a candidate for the next level. You’re excluded from the “highly confidential” meetings, that you used to attend at one time. You’ve been told to “hang in there” and keep working on your weaknesses.
5. Your company results are in the toilet.
The numbers suck and no rebound is in sight. The organization is going through the second wave of downsizing…in the last six months. Top performers are bailing fast, like rats from a sinking ship. Your company needs you, but only to help deliver more upcoming bad news to employees.
6. You’ve lost your influence.
People who used to hang on your every word, now aren’t listening to you anymore. Or they aren’t laughing at your jokes anymore. It could be that the joke’s on you. When you look around, you notice that some of your best past supporters and champions are no longer around. If the folks that are now in place seem to roll their eyes and humor you — it could be time to make a move. If you’re feeling ineffective, it could be that for some reason you longer have credibility to be the agent of change you must be in HR. This is not good news.
7. You don’t have anything new to put on your resume.
You don’t have any new, game-changing projects on the horizon. No new assignments that you’re excited about. You’re only there because you love the people you work with and you’ve built strong bonds with them, both on and off the job.
8. You are physically reacting to being at work.
You suffer with headaches and other stress related symptoms while at work. You are constantly agitated while on the job. You have a short fuse with your family and friends. You seek out confrontation where none exists. Negativity is affecting every area of your life.
These are just a few clues.
But candidly, if you’re like most HR professionals, you don’t need a list to tell you when it’s time to move on. You know down deep when it’s time to go. But you ignore it. And, you hang on for a number of understandable reasons:
- Polishing up your resume and interviewing skills is no fun.
- Preparing to go through the interview process again can be brutal.
- Figuring out which days you’re going to sneak away to interview is a pain.
- With double-digit unemployment right now, it’s probably the worst time ever to job hunt.
- Leaving colleagues you’ve worked with for years can be emotionally traumatic.
So mustering up the gumption to quit isn’t easy – even when you know it’s time.
I get it, BUT…here’s my simple advice.
I don’t believe you should ever settle for an HR job that’s making you miserable, not leveraging your capabilities, where you’re treated like trash and where you can’t attain your career objectives. You can’t recapture that time you’ve lost. Your HR job is a huge part of your life, and unless you’re coated with Teflon, a bad job could turn you into a bad HR professional. Life’s too short – no job is worth selling your soul.
But the key to successful quitting is: analyzing your current situation, deciding what your REAL career objectives are, and recognizing if you can achieve them where you are…and then taking action, just as Sarah Palin did, no matter what the naysayers say.
If you do make the tough choice to leave, congratulate yourself. Be grateful for the HR experiences you gained, the people you’ve met, and the good times you had. For those valuable relationships you want to preserve, capture their addresses, phone numbers, make sure you’ve added them to your LinkedIn or Facebook accounts. When the time comes, have a great going away party, hug ‘em and make a heartfelt promise to them that you’ll stay in contact.
Then cherish that chapter in your career…and move on…with no regrets.
You’ll be glad you did.
Feel free to add your comments on this article by clicking here.
About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now President of Success in HR, Inc. and the author of: UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources with TWO FREE CHAPTERS that can be downloaded HERE.
© SuccessinHR.com
great article, I feel like 3, 4, and 5 are speaking directly to my situation now and it’s the reason why I am making the move
This article really nailed it! I took that big leap a few months ago in the worst (job) economy in years and people thought I was crazy. Maybe, but at least now I am sane. Truly, I was not adding anything to my resume except evidence that I was in a dead-end job. Thanks for validating in my head, what I knew in my heart.
Great Article! I feel like all the points that you discussed were meant specifically for me. I am in a dead-end job, with a failing company, and have not learned anything, nor is this company open for improvements. Given how bad it is here, this may the push I need to leave. thank you!
This is really helpful as I am contemplating resigning from my job at the end of the Summer. After 3yrs (which may seem short to some) I realize that there is no room for growth. I am headed into my 2nd year with no raise, due to budget cuts and with a hiring freeze, no room to move within the company. I thought it might be a bad time but I figured its now or find myself in the same situation 3 years from now. Plus I feel like I am wasting good knowledge doing nothing (I recently obtained my MBA and I have a MA in HR Management)and no salary to show for it, though I rather have the experience then a big pay check (though right now any raise would be nice)
In my last job, I began sending out resumes after I was there for 3 months. For all the good reasons you mentioned, I stayed for 13 months. For all the bad things you mention, I suffered them ALL. I was finally “laid off” -they never wanted an HR person but were forced by their insurance company to hire one based on too many lawsuits and union filings prior to my hiring. The job market was and remains horrible and I remain unemployed, but I’m no longer sick, my HR knowledge is expanding, and the stories I currently hear about my former employer’s poisonous ways make me thank heaven I don’t ever have to go there again. Thank you for putting into words what we all sense at some point but may be afraid to fully face. You have done many people a wonderful service!
Hi
Thanks for putting in all these thoughts as I am going through the same situation
Bingo!!!! Very interesting article. This article is making me to think if iam in the right field. Thanks Alan.
Alan: Another excellent piece of work. Well done!
Funny, I thought the article was going to address the question of what to do if you want to leave HR altogether, even if it’s the only thing you’ve ever done as a career. *That* is something I’d like to hear more about.
Thanks for the insightful article. I think it’s important to always look at what what’s working for you.
Sometimes we stay in too long and like me… not by choice… we get shifted out. However, when I was laid off from my HR position I discovered it was a blessing and I made a major shift to follow my passion.
I can’t count how many of my former colleagues still in HR positions today and not happy. I will definitely share this article with them.
Once again… thanks Alan!
Alan…
I always read yor delivers; particularly, this article mention in a clear form, the reasons to my recently quit decision to my last six years job in a global bank in HR. In this moment I am redoing my career goals, but firstable, my personal goals and I’ve decided to take 6 months to clarify and define both.
Thank you for all.
Great Article and so very true.
Bottom line for me is to never except a position with an organization that is not influential to the future of my HR career and never settle for a position just to collect a check. HR is a critical factor of every organization and in order for us to be effective HR professionals we must enjoy what we do and receive some gratification.
Alan,
Again, you have been able to capture my experiences so eloquently. In my opinion I feel as if I am one of the few transitioned HR professionals who willingly left their place of employment. In this day and time it seems unimaginable to quit your job with double digit unemployment rates!
Having experienced all 8 of the warning signs, I was more than convinced it was time to leave. Amazingly, others were convinced as well! I received many well wishes and congratulatory emails (even though I did not have job prospects). My colleagues expressed a desire to do the same, but did not have the fortitude or the opportunity to take the GIANT LEAP.
Thank you so much for the reassurance!!
I would like to hear about moving out of the HR field into another field that can use HR skills. I have peaked in my HR career but have many years left to work. I have tried to make a transition but have so far not been able to identify good options. Thank you.
[...] an earlier article, I talked about clues that tell you when it’s time to quit your HR job. But how do you know when to stay [...]
We have all been in the author’s position to some degree. The only problem is the economy which is making job search cycle times much longer. If it is time to leave, start looking ASAP!
Hmmm some of these points really hit home; especially hitting the snooze button!
Hi Alan,
What a wonderful article at a time when I am experiencing all of the above, especially the stress-related signs. The job market in Canada is a tough one for HR professionals, and I have been hesitant to take a leap as there has been no leap to take.
Maybe it’s time to consider my options and get the respect I deserve.
Thank you!
Alan,
This is wise and sensible advice. HR folks should consider what happens when one knows it is time to move on but procrastinate and then find themselves unemployed due to a layoff or some other political reason.