Knowing When It's Time to Leave

7 months ago by Sophie Stones

Knowing When It's Time to Leave


In 2017, plans for London’s garden bridge were scrapped by London Mayor Sadiq Khan. Even though there’d been plans for the bridge since 2012, changes had been made that made the bridge no longer viable.

Laying plans and not seeing them through isn’t always a failure on our part, in fact having the strength to quit can sometimes be more beneficial than letting things stagnate.

As the bridge once again hits the news, we’re asking should we be approaching our careers in the same way Khan has approached this, and in the same way that TV shows are given a trial period, should we be reviewing a new job after a month to see if it’s really going to work for us?

Whilst most workplaces do employ a probation period, that time is generally seen as for the employer rather than the employee, with ‘job hopping’ often seen as a sign of an inability to commit. Within the recruitment sector, Goodman Masson are relatively unique in that our average >2 Year retention rate is 78%, however the industry itself is stereotyped as having a revolving door, is this a total negative?

It turns out our work-place relationships aren’t so different from our romantic ones with some of us being set upon love at first sight. In fact, statistics show 33% of new employees know whether they would stay in a role long-term after working there for only a week. Turns out first impressions really do make a world of difference.

Getting employees to recommend friends will help your turnover, as referred employees are almost twice as likely to stay over two years than those employed traditionally. However, having people stay due to a sense of misplaced loyalty could be bad for business, they might be there in body but are they there in spirit? Is it worth having bodies in seats but heads in the clouds?

There are many factors that can contribute to an employee wanting to leave, however the most commonly cited is lack of fulfilment and progression. These issues are unlikely to be resolved without proper communication channels and at some companies, bad companies, won’t be changed at all. In these circumstances, it’s best to cut your losses and move on.

Different areas of the UK deal with dissatisfaction differently, in London, where choice abounds, moving company is much more common than in the North. This means, in order to retain, employers will plump for benefits, however it’s not pool tables that will keep people from jumping ship.

If you’re struggling to keep employees on long-term, it might be a good idea to let them work from home every now and again, with remote workers being 50 percent less likely to quit than those who have to battle rush hour every day.

Knowing when to leave is never cut and dry and each individual will have individual factors to consider. If you’re feeling unfulfilled and unhappy, why not give one of our Consultants a call, to talk about your options.