Even if you're working with an emerging or fast-paced technology, it's essential to periodically evaluate your career options.
Identifying early warning signs or addressing issues as they arise is crucial to maintain an upward trajectory in your career. But what are these signs?
Talented people keep leaving.
Absence of new talent joining your company.
You’re a high performer suffering from L&D neglect.
Talented people are leaving.
This could be perceived as both an opportunity and a warning. Depending on their proximity to your role, their departure could offer opportunities for faster progression or provide additional leverage in discussions about your own future with your manager.
However, it's crucial to delve into why they are leaving and where they are going. If your company struggles to retain top talent and individuals perceive better opportunities are elsewhere, it might be wise to consider the possibility of making a change yourself. Specifically in niche IT markets. If the top ServiceNow, Salesforce, Cloud or AI talent are joining competitors, why are you staying?
Absence of new talent joining your company.
Stagnation in technology can pose challenges, much like stagnation in hiring. If your current employer isn't actively hiring and loses a critical team member, the burden often falls on existing staff to pick up the slack. In many cases, especially in consulting, partners or directors may redistribute responsibilities among the team.
However, this approach can only be sustained for so long. If another team member departs, goes on leave, or faces long-term illness, the strain intensifies. The analogy of playing with "ten players" in football is apt: while you might manage for the final 10 minutes, would you like to start every game with “ten players”?
But what is causing the lack of talented people to join your company?
Is it down to a hiring freeze?
Are other companies offering greater conditions?
Has my employer’s brand been negatively impacted in recent years?
Is the performance of one team, affecting the outlook for another i.e. the reputation of the cloud team or partner/director, influencing the outlook of the ServiceNow team?
You’re a high performer suffering from L&D neglect.
Is your employer guilty neglecting L&D for high performers? If you're a high performer but no longer receiving the same learning and development opportunities, it's important to assess whether your employer is guilty of this. This phenomenon is not uncommon across various industries. As you excel in your role, your manager might assume that you don't require as much guidance or support and may allow you to focus solely on your job responsibilities.
While this autonomy can be beneficial, it's essential to consider how you can continue to enhance your skill set and advance your career. Does your employer offer accelerated learning programs, mentoring, coaching, or regular access to experienced professionals who can share their insights? Or do you need to proactively seek out support when needed?
A great company will have a development and progression plan in place for all employees, regardless of their performance level. If your current employer is not investing in your continued growth and development, it might be worth exploring opportunities elsewhere that prioritize ongoing learning and advancement, especially when you're already excelling in your role.
Every point comes with a caveat and an asterisk, they are subjective and need to be applied to your own set of circumstances. If you are in high growth tech (AI, ML, Cloud, Digital, ServiceNow, Salesforce, Atlassian, Workday), you’re long & short-term value and impact will be impacted by the company you work for and the projects that you work on.
If you spot the warning signs, think about the best course of action for you.
