Career Crossroads - Should I Stay or

Should I GoPresented By:Erica Woods, Apex SystemsBrandon Berlett, Experis

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Session Abstract

Have you reached the point where you are considering a change of

pace? If you find yourself at the career crossroads you are not

alone. We will take a look at the most common reasons

professionals make a move and how to transition without burning

bridges. Our discussion will cover obstacles, opportunities and the

potential pitfalls in the search for “greener pastures”. Whether

you are committed to taking the plunge or standing on the edge

testing out the waters, this discussion will provide insights and

suggestions to help you make the right choice. 2

Who are we? Erica Woods, Apex Systems

• Manager of Contractor Relations, with 6+ years of

Applications Recruiting (focus on Microsoft Tech

(.NET, SP, SQL))

• Supported 30+ clients in the local area with SQL

Server environments across a variety of industries,

and placed hundreds of IT professionals

• Community Involvement: BSSUG, CMAP,

BaltoMSDN, PMI, GiveCamp, & PARW/CC

• Contact Information:

ewoods@apexsystemsinc.com

Office: 443-539-3320

Brandon Berlett, Experis

• Sr. Technical Recruiter (Microsoft

Technologies)

• Over 6 years with Experis/Comsys

(Recruiting and Business Development)

• Lead National Microsoft Talent

Community

• Lifetime Baltimorean – Go O’s/Ravens

• Community Involvement: BSSUG, IIBA,

CMAP, GiveCamp

• Contact Information:

brandon.berlett@experis.com

Office: 443-703-3840

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IT Professionals on the Move

Yes40%

No28%

Not Sure33%

Will you be looking for a new job in the next year?

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Process – Should I stay or should I go?

• Step 1: Take measures to try and improve your situation. Ensure there’s no potential for improvement in your current opportunity.

• Step 2: Determine Motivators and Goals • Step 3: Update resume, LinkedIn, portfolio, references, etc…• Step 4: Start the search• Step 5: Carefully evaluate any opportunities you consider. Match

them up against the criteria you outlined early on that matters to you.

• Step 6: Make a sound decision and communicate that decision. Think about your exit strategy.

• Step 7: Leave with dignity and grace• Step 8: Enjoy the next professional chapter of your life! 5

Deciding: Should I stay or should I go?• Before deciding to explore what’s out there, ask yourself:

• Is my frustration minor in the grand scheme of things?

• Do I understand why I’m frustrated? What are the primary reasons?

Are these short-term frustrations or will the situation resolve itself?

• Is the situation I’m in salvageable?

• Have I made any attempts to help improve my situation?

• Is there a possibility things could change or improve?

• Have I exhausted the potential of my current position?

• Is there any potential to transfer to a different team/department

within the organization?6

Understand What Motivates You!• Know your Motivators:

• What have I liked about the opportunities I’ve had?

• What do I wish I could of changed? What do I wish I had known?

• What’s important to me (regarding a company, project, manager,

culture, job functions, technology, growth potential, benefits,

etc…)?

• What motivates me to do something well?

• In what direction do I want to move?

• What are my priorities (both personally and professionally)? 7

Motivation for Looking Around

Higher Compensation

Better Working Conditions

More Responsibility

Nervous about losing job

Other

0% 10% 20% 30% 40% 50% 60% 70%

Why will you be looking for a new opportunity?

Percentage8

What was the primary motivator your employer provided you in 2012?

None33%

More Interest -

ing/ Chal-

lenging Work 18%

More $16%

Flexible Sched-

ules8%

Training Oppor-tunities

3%

High Level Recognition

2%

Pro-motion / New Title 4% Remote

Work 10%

Other7%

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Career Concerns: For 2013, what’s the biggest concern you have about your career?

0%

5%

10%

15%

20%

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Ask for accommodations (fortune favors the bold)“You should quit your job when quitting is the next step to a

better life” – Caroline Ceniza-Levine, Career Expert for Forbes • If you feel underpaid - research your true market value and

try both to negotiate a raise where you are and to find an alternative higher offer.

• If you feel undervalued – Make your boss aware and ask for more responsibility, praise or promotion.

• If you no longer enjoy the work - pinpoint exactly what you do enjoy and try both to arrange your current job to include more of this

• If your work/ life balance feels out of alignment – Ask to telecommute, have a flex schedule, negotiate more PTO, Redefine what is expected of you on nights/Weekends

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It’s time to make a move – now what?

• Get the basics out of the way (Updated Resume & LinkedIn Profile, Connect with References, Quick Temp check on “Personal” Brand)

• Know Thy Strengths – Develop areas where you are lacking

• Be Organized and plan a course of action• Leverage your network and technology• Do not search on company time –

Continue to be productive• Do not “Bad mouth” former employers• Plan for the What Ifs• Have a nest egg set aside for 9-12 month

of expenses• Think About Benefits

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Evaluating your options – Is the grass truly greener?• Know your primary motivators, and

avoid “settling” or “jumping the gun.” Take the time and energy to see how things match up with YOUR big picture.

• Take your time and consider multiple opportunities.

• During the process, do your due diligence in researching any prospective companies.

• Interview the interviewers. • Create a Pro’s and Con’s list for any

viable opportunity. 13

Designing your Exit Strategy

“Before you do your victory dance and

unload your pent-up frustration, design a

plan for your resignation. You need a plan to

make the notice period bearable and also

preserve relationships that may benefit you

down the road. Focus on blazing forward in

your career and not burning bridges behind

you.” – Debra Wheatman, ‘How to Plan for

your Resignation’ 14

How to part ways professionally• Putting in Notice • Don’t discuss with anyone until you’ve informed Manager • Schedule a meeting with your Manager• Present resignation during the meeting • Remember the standard is still 2 weeks• Stay positive • Minimize details

• Last Couple Weeks – Leave a good legacy• Don’t take your foot off the pedal; keep your work ethic and production

up• Do what you can to close out any big projects/tasks• Document any ongoing projects, issues and key contacts• Ensure you do a complete knowledge transfer. Offer to train your

replacement.• Keep open lines of communication with any Managers, Clients, etc… to

ensure all loose ends are tied up and you’re not leaving them in a bind.

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Parting Ways (continued)

• Wrapping Up & Leaving• Say goodbye to everyone you worked

with closely; who knows when you might see them again.

• Verbally express your appreciation for the opportunity they gave you, and anything you gained from it.

• Exit Interviews = optional • Continue positivity and showing

appreciation.• Don’t bash anyone or anything on your

way out the door.• If you feel the overwhelming need to

criticize, ensure it’s constructive, balanced and includes a recommended solution.

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Handling Counter Offers• Before you succumb to a tempting counter-

offer, consider these universal truths:• Any situation in which an employee is forced

to get an outside offer before the present employer will suggest a raise, promotion or better working condition, is suspect.

• You’ll now be considered a fidelity risk. • Counter-offers could be stall devices to give

your employer time to replace you. • Your reasons for wanting to leave still exist. • Counter-offers are only made in, response to

a threat to quit. Will you have to solicit an offer and threaten to quit every time you deserve better working conditions? 17

Counter Offer Stats:Only 6 out of 100 employees were still with their company12 months later.

References

• 2012 Dice Salary Survey

• Article, “Exit Strategy: How to Plan for your Resignation.”

Debra Wheatman

• Article, “Counter-offer Acceptance: Road to Career Ruin.”

Paul Hanson

• Article, “How to Handle Counter Offers.” Brian Moore

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That’s all folks!

Questions?

Comments?

Additional Suggestions?

Contact Information:Erica Woods: ewoods@apexsystemsinc.com / 443-539-3320Brandon Berlett: brandon.berlett@experis.com / 443-703-3840

**Connect with us on LinkedIn!**

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