How to know if you should resign

Having been in the industry for as long as I have, you can imagine how some questions can be fairly repetitive. Some of the most popular ones are: "Why do people leave organisations after shorter periods now?" and "What makes people leave?"

I took the opportunity to discuss this topic with a few organisation leaders and employees. Surprisingly, the perspectives were somewhat similar.

It was enlightening to hear that companies are aware and sensitive towards these factors, while employees were clear about what would most likely push them out of an organisation.

Making the decision to leave employment carries much weight with it; future employers or companies do consider the reasons for leaving in their decision to hire a candidate.

Here are factors to consider before you decide whether leaving the firm is the best option:

How is your relationship with your immediate boss?

It is important to have a boss that inspires you to be better in your work and provides clarity in work expectations frequently.

Unless the person you report to is someone you are able to deal with on a day-to-day basis, you may want to reconsider your position within the team.

Does the work you do reward you emotionally and financially?

It is natural that you would have evolving expectations of your work and the company you work for. Be sure to counterbalance your expectations against the firm's rewards realistically.

How is the company's culture?

The last thing you want to worry about is whether your values clash with those of the firm your work for. You should never be compelled to work for a company where the key values are unclear or not disseminated throughout the group.

Is the firm you work for ethical?

The level of integrity within a company determines whether it will consistently make the right decisions for its shareholders, employees and customers.

Employees must be able to count on the firm to treat them fairly and represent them well by maintaining its reputation.

Still passionate about your work?

There should always be a great sense of pride in the work you do. People with passion for their work are proven to be more successful and engaged.

Have you outgrown your firm?

When there is clarity that there is no longer any opportunity for advancement within the company or the opportunities do not seem to interest you, it is a sign that you have outgrown the firm.

Are the team relationships healthy?

You will need to consider the level of respect that is seen among the employees of the firm; that they are accepting of unique individuals and bond regardless of their differences.

There must be a level of trust within the teams to encourage open communication and transparency; there should be no room for unhealthy politics or cliques.

Is the work stressful?

Review work expectations regularly and be sure to check your stress level to better manage it. Severe stress can lead to drastic health complications.

Are you performing?

Your future in the firm is obviously determined by your ability to perform consistently. Obviously, finding ways to improve yourself should be the first option. But, if non-performance continues, being open to accepting the next step is crucial.

And, whatever your decision, you should aim to leave in the same manner in which you joined the firm - with enthusiasm, respect and gratitude.

myp@sph.com.sg

The writer is the managing director of recruitment consultancy Kelly Services Singapore and Malaysia.