How to Create Relationships that Build Your Network

Pictured: 2 hands, a pen, and a card that reads: "Thank you for meeting with me today."

How to Create Relationships that Build Your Network

December 5, 2022

Pictured: 2 hands, a pen, and a card that reads: "Thank you for meeting with me today."A common trend with networking is the lack of follow-up. We connect with people on LinkedIn, during networking events, or at conferences, and then months go by without any additional interaction. Over time, we forget where we met the person, they forget about us, and then we never reconnect.

Building, following up, and staying connected to your network takes time and effort. If you don’t make the effort to stay in touch with a new person that you just met, your connection with that person was merely a transaction, not the beginning of a relationship. That means you’re missing the opportunity to add them to your network.

It also means you’re wasting your time! All that networking effort goes to waste when you don’t do the follow-up work to build a relationship with them.

The power of your network and its usefulness is based on the strength of your relationships with the people you know.

The whole point of meeting people and getting to know them is so that you can strengthen your network. When you do this, you increase the number of people you can turn to when you need help, be it with your job search, going for your next promotion, or support for a project you’re working on.

But just meeting a person once and not talking to them again is not enough. That’s just a transactional exchange and it doesn’t add them to your network.

To add someone to your network, you need to connect and communicate with them multiple times. This means following up, scheduling another time to talk, meeting up with them again at another event, and so on.

Your main driver might be to get to know the other person better because you anticipate asking them to help you in the future. However, the focus should be on helping them.

Building lasting relationships within your network is all about the other person, not about you.

It’s when you help other people that you build the true bedrock of your relationship.

Maya Angelou said, “…people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

When you build a relationship with the people in your network so that you can help them, you make them feel supported and safe. They, in turn, will be there for you when you need them.

Perhaps this goes without saying but I want to be clear that this doesn’t apply to every interaction. Not everyone you meet will be a good fit, and that one-time interaction may be enough.

But for many of the people you meet along the way, it will serve you to move beyond the initial meet up and build a relationship with them.

How do to move an encounter from a simple transactional experience to a network-building relationship?

I mentioned at the beginning that it’s a common trend to not follow up after meeting someone for the first time. It’s too bad this is the case, because following up is a great place to begin!

After meeting someone for the first time, if you feel like they are someone who would be a great addition to your network or think you may be helpful to them in some way, follow up your initial meeting with an email or, better, a hand-written card.

It need only include a statement or two, saying that it was nice to meet them and proposing a next time to connect. If you met at a networking event, you could suggest that you make a point to cross paths at the next event. Or if you’d like to have a more focused opportunity to talk with them, consider meeting over coffee.

If you’re going to put out the effort to meet people and build your network, don’t waste your time by only meeting people once and leaving the rest to chance. Put in a little more effort; follow up with them and schedule your next meetup. This will help you build a strong network full of people that you know and can rely on, because they know they can rely on you.

What if you could find out about job openings before they were posted?

Download the guide, The Secret to Getting to the Front of the Line, and learn how to access the hidden job market.

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Giving thanks? Don’t forget your network!

Pictured: cofee pen and card with the message, "I am so grateful for you."

Giving thanks? Don’t forget your network!

November 21, 2022

Pictured: cofee pen and card with the message, "I am so grateful for you."One of the keys to building a strong and broad professional network that people often miss is expressing gratitude.

As I write this, we’re approaching Thanksgiving. While most of us start to think about what we have to be thankful for in our lives and in our work, I think it’s easy to forget that we also need be thankful for our network.

The people in our network are important! They can help us find a new job, advance our career, and solve a problem we’re working on. We, in turn, can help them with similar challenges, and doing so makes us feel good about ourselves.

It’s important to notice and recognize the impact that our network has on us and that we have on them. And also…

Gratitude can help us strengthen our network connections!

When we recognize the people in our lives and what they’ve done for us, and when we take the time to let them know that we are thankful for them, they feel appreciated. It’s one of many steps you can take to strengthen your relationship with them.

There are some easy ways to express your gratitude, not just during Thanksgiving but all throughout the year.

Here are some ideas that will work well in a note or an email, or in person:

  • “I have been thinking about you and the value you brought to my last job search. Thank you!”
  • “I’m really excited that you taught me ________. Here’s how it helped me: ________. Thank you!”
  • “I really appreciate that we aren’t just colleagues. I consider you a friend and I really value the friendship we’ve built.”

Here are some other things you can do to connect with the people in your network:

  • Send them an article that you think they’d find be helpful. It will tell them that you are thinking about them and that you know what’s important to them.
  • Keep track of their birthday, anniversary, and any other special events. Save them in your calendar so you remember. Then and take the time to acknowledge them with a card, an email, a phone call, or a post via social media.
  • Call or email and say, “I was just thinking about you and wanted to say a quick hello.” Or “I saw ________ and you came to mind. I thought I’d reach out and see how you are doing.”

As you roll into the holidays, don’t forget to be thankful for the people who support you. When you take a moment to express that gratitude, you strengthen your relationship with them. It also reminds you of an important reality: None of us succeed alone. We need each other!

What if you could find out about job openings before they were posted?

Download the guide, The Secret to Getting to the Front of the Line, and learn how to access the hidden job market.

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How to Measure Your Job Search Progress

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How to Measure Your Job Search Progress

October 31, 2022

Pictured: notebook with the words: how to masure your progressDo you sometimes feel like you aren’t making any progress in your job search?

It’s a long and sometimes frustrating process, and it can often feel like you’re spinning your wheels. So, that’s a great question to ask:

How do you measure how much progress you are making in your job search?

It can be difficult to tell!

Most job seekers measure how their job search is progressing by how many online jobs they have applied for, how many interviews they’ve had, or whether they’re waiting to hear back from a recruiter or hiring manager.

But then recruiters don’t call back when they said they would, interviewers talked about moving to the next round but you haven’t heard anything more about it, and you feel ghosted. When you haven’t heard back from the companies where you thought for sure you were qualified, the frustration is real!

One minute, you think you’re making progress; and the next minute, you aren’t. It feels like one step forward, two steps back. You’re feeling on top of the world, only to be let down and wonder if you’ll ever find a job.

Why is this?

It’s because of what you’re using to measure your success.

How many interviews you’ve done and which whether you’ve gotten to the second or third round of interviews are what I call a “vanity metric.” It can feel like you’re making progress, but it can be a false hope and you can go from hero to zero in a second. This is not what you need to be paying attention to!

Instead, I recommend these criteria for measuring your progress:

  • How many people (ideally hiring managers) in your targeted companies know what you want to do in your next role?
  • How visible are you on LinkedIn, especially to your connections, people you want to get to know, and people within your targeted companies?
  • How many face-to-face meetings do you have on your calendar each week?
  • How many people have you met with since you’ve started your job search?
  • How many new names have you added to your list of contacts from your one-on-one meetings?

As you may have noticed, these measurements are all about talking to people. Are you wondering how you’re going to find a job when that’s all you’re paying attention to?

That, my friend, is the whole point!

The best way to find and land the right job (not just any job) is to find out about new openings before they are posted online. Help people in the companies you want to work for get to know you (and by “people” I mean the hiring managers and the people they trust). Then, when there are new openings, you are the first person they’ll think about.

There’s one more benefit that you get when you focus on how many people you know and how visible you are: You eliminate the highs and lows that come with doing all of those interviews for jobs you aren’t even sure you want.

What if you could find out about job openings before they were posted?

Download the guide, The Secret to Getting to the Front of the Line, and learn how to access the hidden job market.

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3 Steps to Finding Your Best Next Job

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3 Steps to Finding Your Best Next Job

October 17, 2022

pictured: man and woman networkingIn a recent blog post, I talked about choosing the best path to your next job. In that article, I highlighted the most powerful way to find a job that you love… one that fits you and steers you in the direction you want to go.

In this article, I want to dig into that process a little bit, because I know that it can be daunting.

I’m going to give you three steps for getting onto this new path so you can get moving forward more quickly and easily.

But first: What is this job-hunting process that am I talking about?

The best way to find your best job – one that you’ll be happy in and will also help you move in the direction you want to go in your career – is to network first, apply second.

This isn’t just your typical networking, where you walk into a room of unknowns and see if you can find something interesting. Rather, it’s an intentional networking process during which you connect with prospective employers that you have already researched. Ideally, you have already spoken to them by email or phone prior to the networking opportunity!

What makes this your best choice? There are a few reasons!

For one, you’re starting with what you are interested in doing and then finding the job that fits what you want. That’s why this process increases the likelihood that you’ll be happy in your job.

For another, you’ll start with companies that you’re interested in working for and focus only on them, which increases the likelihood that you’ll like where you work.

And lastly, you’ll make connections with prospective employers before you apply for a job, which means you are a known quantity to them and vice versa. Everyone interacts better with people they know; that includes hiring managers!

How can you get onto this more lucrative job-hunting path more easily, especially since it’s probably new to you?

Here are three steps to get you started:

  1. Download my guide, The Secret to Getting to the Front of the Line, and answer the two questions it presents. You’ll end up with a list of key contacts!
  2. Send a message to each of those contacts to begin connecting. This could be via email or through LinkedIn.
  3. Meet with each of those contacts in person or via Zoom and have a networking conversation. In addition to telling them what you are looking for, make sure you learn what they are up to and how you might be able to help them.

If this still feels too big, or you aren’t sure what to say, maybe we should talk. I can help you get clear about what you’re looking for, coach you around what you want to say during your conversations, and help you build your confidence, so you present your best self to your prospective future employers. If that sounds like something you need, let’s connect! Just fill out the form on this page to get started.

What if you could find out about job openings before they were posted?

Download the guide, The Secret to Getting to the Front of the Line, and learn how to access the hidden job market.

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Choosing the Best Path to Your Next Job

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Choosing the Best Path to Your Next Job

September 26, 2022

pictured: business people standing in line along a wallWhat does making progress in your job search really mean? Here are three options for you to choose from:

  1. You have attended a lot of interviews
  2. You’ve made it to the second and third round of many interviews
  3. Each week, more people know what you are looking for and you have visibility within your targeted company even though there isn’t a job opening.

Most job seekers would choose 1 or 2 from that list. They believe the interviews are the key sign of progress. They are feeling optimistic about moving through the interview process because the interview went over 15 minutes, the interviewer liked their responses, or they told you someone would be calling you to move to the next round.

That makes sense! When you can see something, you can visualize you doing that job and you are hopeful about getting an offer.

Unfortunately, looking for a job is much more complicated than applying online and walking through the interview process. If you want just any job, you’re probably right. But if you want to like your job, and if you look at your next job as just one step in your long, successful career, then it isn’t that simple.

There are three pathways job seekers can use to find the right job. Which pathway are you using?

Pathway #1

Most job seekers are applying for jobs online. They’re seeking roles they believe they are qualified to do. Either they have the skills outlined in the job description, or they have some of them and are confident that, with some training by the company, they can get up to speed quickly. They supply a cover letter and a resume. Then they wait…. and wait… and wait. Sometimes they hear back, but they often don’t.

Pathway #2:

Some job seekers look for jobs within companies where they know someone. They start by finding jobs online, but then their second step is to identify someone they know (or someone that someone they know knows) and asking or a referral. Ideally, the referrer knows the hiring manager and passes on their resume, which increases the chance of hearing back and getting a screening interview.

Pathway #3:

Few people take this third path. It involves developing relationships within your targeted list of companies and roles. You get to know people who can give you information about your industry, and the skills and qualifications needed for the role you are seeking. Hiring managers get to know you beyond your resume, and it increases the chance that you’ll learn about an open role before it’s put out into the public. Because you are now a known entity and have built a nice rapport with the hiring manager, you have an increased chance of getting an interview and getting the job.

Think about it: If you had an opening in your department, would you rather hire someone you’ve already met or someone you need to get to know.

Looking back at these three pathways:

In pathway #1, you aren’t doing enough. You’re starting way back at the end of the line, where thousands of other people are in line with you. You’re largely invisible, and you’re leading on luck to get that job.

Pathway #2 has a better chance of working than #1. Now you’re in the middle of the line. There are still a lot of people there, though not as many as in pathway #1. It is a big help that you’re coming in through a referral in the company. In essence, you are leaning on your referrer’s credibility. It makes you a bit more of a known quantity.

I have to say though – the biggest problem with both #1 and #2 is that you’re basing your search on what is already available. You’re taking what you’re interested in doing and fitting it into the cookie-cutter jobs that are being publicized.

That’s where pathway #3 really differs. When you are taking this route, you are starting with your interests and finding the job that fits you. When you get to know the hiring manager ahead of the job opening, you’re leaning on your own credibility.

Looking for a job is not easy. More than likely, you have used pathway #1 or #2. My question for you is this: Have they led you to a job that you love and a company where you really fit?

If your answer is no, then maybe it’s time to try a new approach. You can get started right now by downloading my free guide: The Secret to Getting to the Front of the Line.

What if you could find out about job openings before they were posted?

Download the guide, The Secret to Getting to the Front of the Line, and learn how to access the hidden job market.

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Introverts: The Secret to Using Conversations to Build Relationships

pictured: a business woman and business man in conversation

Introverts: The Secret to Using Conversations to Build Relationships

July 4, 2022

pictured: a business woman and business man in conversationAre you an introvert who finds it difficult to engage in conversation with someone new? Are you the quiet one in a crowd?

Perhaps you’re worried that you don’t have anything to say that would contribute to the conversation? Or maybe you have something to say, but it’s difficult to find an opening when so many people are talking?

Here is what I want you to know: You have something to contribute! And you don’t need to be talking in order to participate.

By being a good listener, encouraging others to continue to talk, and showing genuine interest in others, you will leave a more favorable impression than the person doing most of the talking.

At the same time, we don’t want you to be completely silent, right? So, let’s talk for a moment about balanced conversations and a framework that you can lean on to help you find space for your voice.

In my book, You, You, Me, You: The Art of Talking to People, Networking, and Building Relationships, I present a simple framework that can help you create structure in your conversations.

The rationale behind this framework is for you to invite others to talk more than you, which is a perfect fit for your tendency to be the quiet one.

How do you do that? By asking questions to help you learn about the other person before you begin to share something about yourself. There’s a rhythm to it… You, You, Me, You. It enables everyone to share, and it creates a sense of balance in the conversation. You can put this framework to use through the questions you ask.

I’ve put together a guide to help you quickly understand and apply the You, You, Me, You framework. You can request the guide here or use the form below. If you want to go deeper, you’ll find my book helpful.

As Dale Carnegie said, “You can make more friends in two months by becoming more interested in others than you can in two years by trying to get other people more interested in you.”

How do you turn a networking conversation into an ongoing professional relationship?

Use the You, You, Me, You Framework to easily engage in smoother conversations that leave a great impression.

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They need you in the office but you like working from home. Now what?

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They need you in the office but you like working from home. Now what?

March 28, 2022

Pictured: woman with her feet up on her desk at homeAt first, the idea of working from home made a lot of employees uncomfortable.

They worried about feeling isolated and about being distracted or unable to focus. They didn’t have their homes set up with a space to work and with the entire family home all the time, it probably felt like chaos.

Two years later, they’ve figured out how to make it work and have settled in. They’ve learned to like it!

And now, companies are making decisions around bringing their employees back into the office. They need to decide if they will continue to have employees work remotely, move to a hybrid model, or have everyone fully return to the office.

As they make this decision, companies are trying to balance the wants of their employees and the needs of their business. They need to be profitable and competitive with productive employees, and they also need to make sure their employees are happy.

There is no one simple answer. Every company has unique needs so the solution will be unique to them. And every job is different. Some require face-to-face interaction while others work perfectly well in a remote environment

What I want to focus on here is how employees are responding to the prospect of going back into the office.

This is what I’m hearing from my own clients:

  • I don’t want to commute. I’ve saved money by staying home and I don’t want the hassle with the traffic.
  • I like working in my sweatpants!
  • I’ve saved so much time by not having to get dressed and pulled together for work.
  • I don’t want to spend my money on new clothes for the office.
  • I like the flexibility that working from home gives me. Going to the office means I won’t be able to take a quick nap after lunch.
  • I do my exercises at lunch, and I won’t be able to do that if I go back to the office
  • I am more productive working from home.

I feel the need to point out that the last point above about productivity is the one that companies are going to be most interested in! Your productivity serves their business needs… but so does your happiness.

On the flip side, I do have some clients who have already gone back to their office. They’re happy to see their colleagues but they find it disruptive. They tell me they can’t get their work done.

It is to the benefit of the company that its employees see each other in less formal “watercooler” settings, and it’s to your benefit as well. These casual meetups are opportunities for spur-of-the-moment brainstorming sessions, spontaneous sharing of ideas, and for networking.

When we work remotely, those casual meet-ups with our colleagues don’t happen. Every interaction is planned. That means that both you and your company miss out.

As your call to return to the office looms, I invite you to think about this from your company’s perspective.

Remember, companies are in business to make money, be profitable, remain competitive, and grow. If they don’t do all these things, then you might not have a job to go back to the office for.

With all of this in mind, the question is: How can both your company’s needs and your wants be met?

You have your list of wants (and perhaps, a resistance to change when you’ve just finally settled in), and your company has business needs.

How can you use this information to create a solution where everyone benefits?

This is about incorporating your wants with the company’s needs. If you can think about things from their perspective, you may find a way to incorporate what you want so that it fits within their needs.

If this is of interest to you, I invite you to take the following steps.

  1. On a piece of paper, create two columns.
    - In the first column, write out all the things you want.
    - In the second column, write out how the company benefits from what you want.
  2. On another page, write out your accomplishments from the past year along with the results of those activities, especially in terms of how the company has benefited.
  3. Then, have a conversation with your manager. Let them know that you want to support them during this time of transition. Take the opportunity to share what you want, and frame it with a focus on how your wants benefit the company.

I’m hoping these steps will open up your perspective. What you want is important! But if they don’t serve the company then it may not be feasible, and it’s important that you get clear on this!

You are an integral part of your company’s success. They want to keep you!

Work towards a solution where everyone benefits; the company will be profitable, growing, and competitive and you will be happy as well.

Where do you want to go in your career?

Use this guide to create your own career path. You can choose your own adventure.

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Getting Comfortable With Small Talk

5 business people talking and looking uncomfortable

Getting Comfortable With Small Talk

March 14, 2022

5 business people talking and looking uncomfortableAre you comfortable with small talk? I’m not a fan of small talk, and I’ve noticed that many people struggle with it.

The thing is, we can’t avoid small talk. It’s an inherent part of how we communicate, even if we hate it.

The answer to our discomfort with small talk is to understand its purpose so that we can leverage it to have the deeper conversations that we seek, and to develop new relationships.

So, what is the purpose of small talk?

It leads to deeper conversation and opportunities that you might not have had prior to what feels like an unimportant conversation that’s going nowhere.

If small talk is so important, why do we struggle so much with it?

For one, I don’t think we realize what purpose small talk plays, so it’s easy to discount it.

That’s the big misconception: We tend to think that small talk is unimportant and something we just have to endure. But small talk IS important! It is leading us to a rich opportunity.

When we engage in small talk, we’re working with our conversational partners to create a connection and get on the same page. It may just feel like chatter, but it can lead us into deeper conversation and it can serve as the beginning of a relationship with the other person.

And for another…it just plain makes us uncomfortable! We spend a lot of our time during small talk thinking things like:

  • “What do I say?”
  • “What if I say something wrong?”
  • “Why is this matter? It doesn’t sound important.”
  • “What do they think of me?”
  • “Is this going anywhere?”
  • “Is this worth my time? Should I be someplace else…?”

These concerns are normal. The realm of small talk is a vague, uncertain space where we’re all just trying to find some solid ground.

To help you (and your conversational partner) have a better small talk experience, I’d like to offer three suggestions that can make it less uncomfortable and also get you into the deeper conversation faster:

  1. Say their name a few different times. The most powerful word for any of us is our own name. It gives them an amazingly positive feeling and it will help you leave a positive impression. It also helps you remember their name for your next conversation with them.
  2. Give them a compliment. Whether you say you like their name, the color of a piece of clothing they are wearing, or are impressed by something they’ve accomplished, a compliment is another way to leave a positive impression. On top of that is the fact that they have the same concerns that you do. They’re thinking, “What if I say something wrong?” and “What does this person think of me?” Giving them a compliment eases these concerns, enabling the conversation to move more smoothly into deeper territory.
  3. Think of small talk as less about talking and more about listening. This is your opportunity to get to know the other person better. Bonus: When you ask your conversational partner questions that invite them to talk longer, you start moving beyond small talk and into the rich, deeper stuff.

I think the most important thing about small talk that we need to remember is that we are not the only ones who are uncomfortable with it. Most people are! But if we can be strategic about how we engage with that initial part of a conversation, we can get a lot more out of where it’s leading… deeper conversation and building great relationships that serve us.

Are you ready to move beyond small talk into building a professional relationship?

Use this step-by-step guide to easily engage in smoother conversation and improve your confidence.

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The Career-Growth Gender Gap: It’s still here but we’ve got plans

women can take action to change the career-growth gender gap

The Career-Growth Gender Gap: It’s still here but we’ve got plans

November 22, 2021

women can take action to change the career-growth gender gapIf you are a woman and early in your career path, there’s something you need to know:

Women face challenges in their career growth that men do not.

If you think that we’re beyond the gender problem, I invite you to think again… because we are not!

In fact, women face TWO specific challenges:

First - Women don’t move up to the next level within their first five years at the same pace as men

Second - Because they don’t get promoted, women do not develop the same leadership skills as men within this same time frame.

These two steps are essential for career growth!

Researchers call this the “broken rung.” According to a 2019 study by McKinsey and LeanIn.org, these obstacles that prevent women from progressing in their careers.

Here’s the thing:

If you don’t get promoted, you don’t get into the pipeline for further promotions. Instead, you play a game of catch-up and it’s easy to continue to fall behind.

So… what can you do about this?

As an answer to that question, I’d like to tell you about a wonderful group of early-career professional women that I recently had the wonderful opportunity to speak with.

They were enrolled in a year-long program designed to address these common career-growth challenges that women face in the workplace. These women knew that they had to take control over what they needed and wanted in their careers. They were aware that if they were going to remove the obstacles they faced, they needed to understand the challenges that created them.

As part of their program, these women identified their values around what is important to them in the workplace. With that in mind, I spoke with them about three key areas that build upon what they value in the workplace.

  1. Work boundaries
  2. Confidence
  3. Assertiveness

These are foundational factors that support their values. (If you want to identify your own values with regards to the workplace, download the Corporate Culture worksheet.)

Here’s a quick summary of these key areas and how they support and align with your values:

Work Boundaries reflect how you want to be treated in the workplace. Keep in mind: You should treat others the same way you hope to be treated. Following the Golden Rule can serve a guiding light.

Confidence helps you define and establish your boundaries.

Assertiveness guides you towards using the right language to get your point across clearly and tactfully when your boundaries are threatened or compromised.

What I find most exciting about these key areas is that they are skills. That means you can learn them and practice them so that when you need them, you’ll be ready.

Here is what I’m hoping you’ll take away from this:

  • You have to choose to take control over what you want and need in your career
  • You can take action to combat the challenges you face
  • Finding support through communities and a career coach can help you make these things happen for yourself.

We are still facing gender challenges in the workplace, but we are not victims to them. You can take specific, focused action to support your own career growth. When you do the work, success will follow.

Do you want to make sure you're happy in your next job?

Use this worksheet to clarify what you need in the next company you work for.

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Need a new job? Start here.

Sign: I quit

Need a new job? Start here.

November 1, 2021

Sign: I quit

You’ve likely heard of the “Great Resignation” a term recently coined by Anthony Klotz, a Management Professor from Texas A&M, who predicted a mass and voluntary exodus from the workforce

Well, it’s happening. According to the US Bureau of Labor Statistics, four million Americans quit their jobs in August 2021, alone. The highest departures are among the 30-45 career professionals with the 20-25 being the second highest.

Employees are leaving for many different reasons.

They are leaving the company. They are disappointed with how the company has treated them during the pandemic. Many companies have focused more on profits than the people who help them make the profits, and now they are facing the consequences.

They are leaving their manager. Even if the company might be great, but their manager has not been supportive or concerned about the impact that COVID has on the mental and physical health of the people they manage.

They are leaving the job. The role they once loved has changed and, with going remote, the responsibilities may have grown while growth opportunities have diminished.

If you have left your job or if you are thinking about doing so, it is essential that you assess the factors that are driving you to leave. The pandemic may have been the catalyst to help you make your decision, but there’s always something deeper going on. Digging into your unique “something deeper” is essential for helping you move forward. If you don’t know the “why” of such a big decision, how will you know if the next job you find is the right one?

To begin understanding your “why,” answer the questions below:

About the company:

  1. What is it like to work there?
  2. What is the culture like?
  3. Looking at your answers to #1 and #2 above: What is a match for who you are and what is not?

About the manager:

  1. How is their management style congruent with how you like to be managed, and how is it not?
  2. In what ways do they support you in your professional development, and how do they not?
  3. How do they care about your overall well-being, and how do they not?

About the job:

  1. When you think back when you were first hired or promoted into the most recent role, why were you excited about it?
  2. What did you hope to learn, and did you learn it?
  3. In what ways do you find your role challenging, rewarding, or demanding… and in what ways do you not?

Your answers to these questions can help you define what you are looking for in your next role.

When we cut to the chase, every theme of the “Great Resignation” points to the fact that employees are leaving their jobs because they are not happy. They want something else that their existing company, job, and manager are not able to provide.

If you have left or are thinking of leaving, make sure you clearly understand your reasons why. Your answers to the questions above will help you create the path to a new position that will fulfill you in the ways that you need.

Do you want to make sure you're happy in your next job?

Use this worksheet to clarify what you need in the next company you work for.

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