8MARCH 2025OPINIONIN MYLOOK INWARD BEFORE LOOKING ONWARDBy Elizabeth Ferrell, Assistant Corporate Controller, KrogerThe world is beginning to see some bright spots post pandemic. As a result, many people are thinking of shaking up their careers as restrictions are lifted and economies improve. In fact, experts are predicting a `Great Resignation' due to people wanting to move on and try something new.I have been in consulting, government, and private and publicly traded businesses. Early in my career I would spend two to four years with an employer. I have since been with my current employer for over ten years. If you are considering a move I would first challenge yourself to look internally. What is your why? Is your `why' actually external to you? Consider these scenarios:1. Money2. Location3. Work/Life Balance4. Change in Status5. Policy or Political DivergenceOr is it internal to you? Consider these scenarios:6. Peer or Manager personal conflict7. Dissatisfaction with the workI would challenge that in every case, you should look inward before looking onward. I used to look to the next role where I would find more job satisfaction. I guarantee that your leader would love to hear your ideas about how to make your career better at your existing employer. More importantly, your leader would love to hear your thoughts on how to improve the work product not just by precision or efficiency but also by its resulting enjoyment and flexibility. If leaders are actually leading, then they are challenging their assumptions about all aspects of our business after a historical event like a pandemic.So, consider:1. Would you like more money? Ask your leader what you can do to provide more value. Better yet, give them three things you could do that would add value to the business and would propel you into the top performer bracket for promotion.2. Would you like to move? Maybe be closer to family or change a commute? Communicate this to your leader and see if there is any flexibility in the location you are working or in the time you need to be in the office. Could you work a shifted schedule to avoid traffic? Can you work some from home? Is there an office location that is more convenient for your family situation? Many leaders would rather work this problem than lose you.3. Are your responsibilities changing and allowing less time for a balance? If you are going to leave because of work/life balance I would consider a few things. Can you look around and see where you or your peers could be more efficient? Are you in meetings that are not `tight' enough? Have you evaluated all your responsibilities by business value and challenged them? As with prior arguments, I would pose that your leader would rather see this ownership and challenge than have you leave. Look inside yourself and grab some of that time back for you and your family. Communicate this to your leader so that the plan you come up with can be collaborative. 4. Have you had a `change in status?' Maybe you added to your family or are dealing with an illness. We all have times in our lives where we might need more understanding and flexibility. Like in the prior two examples, working with your leader to find the support you need is preferable than separation.5. Has your employer started a policy, had a change in leadership, or taken a political (perceived or actual) stance on something that is disconnected with your beliefs? Leaving does not change or challenge. Often, the organization will cherish their diversity and welcome your viewpoints. It may not change their direction but having a trusted opinion of someone on the inside is easier to hear. Be the change you want to see in an organization that you once felt loyalty.6. Are you walking on eggshells around someone? Do you feel a disconnect with your leader? I first look internally to see if it is my perception. Then I watch that person with others. Whether it is me or them, the answer is always me. It is my Elizabeth Ferrell
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