In our jobs a lot of us feel we give more than we receive, in fact the majority of us nowadays also tend to put in a lot of overtime with no compensation. The majority of employed managers tend to fall into this category, they feel obligated to support their staff and to help solve any problems that might arise in the workplace.
There are three other main reasons why the majority of us do this:
1. we are overachievers and we like to do our best to get the job done right
2. we feel that we are more likely to be acknowledged
3. we feel connected to the idea of the company we are representing
Unfortunately, what we don’t realise is that the moments we give away to our work including already what is 70% of our day we lose at home. It jeopardises our relationships with our friends, family and kids. Then you get all that meaningless bonus that does not reflect your efforts at all, or even come close to paying what you have given over and what you find yourself in is a roller-coaster of disappointment, resentment and bitterness towards your boss.
This is the time when most employees begin to consider whether they should be putting in that extra time or whether they should be considering a different job. Fortunately for those working in bigger organisations, the remuneration packages are well tailored to your performance and usually you know what you will get. You have more security on those all possible promotions and positions are usually available. The down side is that you end up competing with many other candidates that may be very well networked and sometimes bureaucracy takes place, or you have to wait your turn, or the company is not doing well so you all end up being treated the same irrespective of your individual contribution as the company finds itself needing to stabilise.
Either way the above is generally not the case for large companies who do want to retain their key staff.
For smaller organisation unfortunately there is less scope to be able to be flexible. The bonuses they can award is based on the money that gets put aside for this and how much revenue has been generated, but also on how charitable the management are feeling. The smaller companies often have to be careful not to overspend, as if they find themselves in a messy situation financially they may not be able to continue smooth sailing. This makes it extremely hard for them, because they have to balance the potential of losing their staff to better paid employment and risk having to pay additional agency fees. A risk which they may anyway we planning on accepting depending on the circumstances.
Star staff is so important in a small company, as without them everything would not run as smoothly and they would end up not performing to the level they are expecting for their clients and long term lose reputationaly.
You as an individual shouldn’t really care what the situation of the company is in, at the end of the day you deserve fair compensation for your labour and performance at a competitive industry standard rate.
Here are a few items to consider in deciding whether or not to leave your job:
- Did your boss deny your raise and is it likely that you will not receive a raise in the near future?
- Do you foresee professional growth and promotion at your company?
- Do you feel fulfilled and challenged by your work?
- Does your current position meet your financial needs?
- Does the company’s future look bright?
Ideally, your job should provide a salary that reflects your experience and performance, and meets your financial needs. There should also be opportunity to move forward and gain new responsibilities. You should feel that the company has strong and realistic long-term goals. You should feel that the work you’re doing is personally enjoyable and rewarding, and that your job is secure.
Obviously, the ideal job is rare. It’s up to you to decide those points that are worth a compromise and those that are not. If you’re finding that your job falls short enough of these ideals that you feel frustrated or stuck, that you’re floundering financially, or that you’re afraid you won’t have a job in the near future, it’s probably time to start looking for a new position.
But don’t quit until you have another job offer. In this tough economy, finding a new job can take long time, and it’s important to first ensure that your next position is preferable to your current one.
There are many reasons why people leave their jobs, the highest ranked in clude pay:
1: You know you aren’t performing to the best of your ability or the job is not the right fit
2: You start gravitating toward coworkers you can be disgruntled with or can’t stand your boss
3: You can’t picture your future with your current employer or you ready for a new career
4: You take inventory of your job’s pros and cons… and the cons win
5: You look for ways to improve your current situation but you can’t turn it into what you really want
6: Your skills are lagging and your position offers no opportunities to update them and no challenges
7: You can’t get enough positive reinforcement to keep your spirits up
8: Your salary just isn’t enough or you have a better offer on the table
9: You want to live somewhere else or your life has changed in a major way
10: Your company or work situation has changed radically since you were hired or the company is about to fail
Sometimes it is not enough for people to just say we doing a good job, sometimes it is important for us to see that they are doing something to show us that they appreciate. The most natural way an employer can show you is by paying you adequately. You should not have to fight teeth and bone to get what you are worth, if you do you should consider your position.
I recently read an article about people who give it their 120% and who tend to overfunction. What most people don’t realise is that when you overfunction that tends to suppress the chaos that you are compensating for and over time continual circumvention causes repeated problems that prevents your organisation from looking at ineffective infrastructures and systems.
Over-functioning may mask the reality of poorly performing staff but how would you know? And it also potentially or unintentionally discourages some staff to step up and be competent for their roles and responsibilities. Staff that rely on your overfunctioning tend to under-perform and prevents others from making and learning from their own mistakes and developing problem-solving skills. Their learning and development stops. This could even be your boss.
In the end what is important is that you keep a work life balance and a harmony within yourself. If you feel you don’t have that, you have options and choices to make. The world is full of opportunities and challenges, as well as many more merry places to be explored. Good luck hunting.
- Job Satisfaction in United Kingdom (ivythesis.typepad.com)
- I’m too smart for this job – workers (bigpondnews.com)
- Top 10 traits of the perfect boss (stuff.co.nz)
- You hate your job and you are unable to quit, what next? step 2 (makeyourmarkonlife.wordpress.com)
- You’re Offered a Promotion Without a Raise. Now What? (money.usnews.com)
- Six Signs You May Be In A Dead-End Job (forbes.com)
- Time to Jump Ship? 6 Signs You Need to Leave Your Job (thedailymuse.com)
- Leaving your Job (maxlynch.com)
- 7 Questions Job Seekers Should Always Ask – But Can’t (money.usnews.com)