7 reasons it may be time to leave my job

Nothing stays the same forever, which is often true of our jobs. If anything, we stay longer than we should because it is more comfortable to do nothing than consider a new challenge. However, there are seven reasons why it may be time to leave our jobs - for another job in the same or a different organization.

1. I am no longer in my area of passion. 
Over time, being out of our area of passion will erode our joy and effectiveness. We can operate in this zone for a season, but it eventually will catch up to us. 

2. I have accomplished what I set out to do.
This is particularly true for individuals who are change agents and need the challenge of fixing something. Once the change has been accomplished or the project finished, it is time for a new challenge.

3. I am in fundamental conflict with the direction of the organization.
There are times when organizational leaders take an organization in a direction fundamentally different from our own convictions. One can make one's thoughts known, but if that does not work, it may be time to find another place to use our talents rather than live in continual conflict between what is and what you believe should be.

4. I am unempowered in my work. 
Few things are more frustrating than a lack of empowerment. It means that we cannot use our gifts and creativity but must constantly get permission, modify our plans, and live with the control of an unempowering leader. 

5. I am bored. Boredom can be a symptom of several things on this list, but it cannot be sustained in the long term if we are going to keep our edge. Boredom is a warning that something is not right in our occupation.

6. Leadership has changed, and I was closely tied to the old leadership. 
This is always a risk for senior leaders as Executive Pastors, for instance, know all too well. New leaders often want to bring in their own team and may ask for a resignation or simply marginalize those who previously had influence. The bottom line is that there is not the same trust or opportunity, and for someone who values these, it will be frustrating to stay.

7. The team or organization I am with is deeply dysfunctional. 
Again, this can be tolerated for a season, but if there is no hope for long-term change, the dysfunction limits our ability to maximize our gifting, and there is a significant loss of Return On Mission. In addition, organizational dysfunction can rub off on us in ways we don't appreciate.

None of these mean that the organization we are with is not a good one. They simply indicate that we may not be in the right place to maximize our gifts and impact. But they should not be ignored.

My seat on the bus does not fit me anymore

It happens: roles that once were energizing and satisfying become stale, frustrating and no longer fulfilling. We change, organizations change, leadership changes or our interests change and we need a new challenge. Maybe in a different seat on the same bus or on a different bus entirely. What we need to realize in this situation is that the longer we stay were we are the more frustrated we will be.

The largest factor in not being proactive in looking for a new challenge is comfort. We are comfortable with what we know even when it is no longer satisfying. Job dissatisfaction, however, is a sure sign that we are in the wrong place. And that dissatisfaction is an indication that we cannot be all that we should be in that role and perhaps in that organization.

Which raises a new issue: We were designed to be productive and  use our God given gifts in a role that allows us to do so. When we settle for a role that does not fit us we compromise that opportunity. And our happiness or fulfillment.

What do we do when restless? Here are some suggestions:

• Take a good look at what you are really good at and what you are honestly not good at.
• Ask the question - what fills my tank and what depletes me?
• What kind of culture do I want to work in?
• What kind of leadership do I do best with?
• If I could design the perfect job what would it look like?(knowing that we won't get it all)
• Start looking for a position that allows you to maximize your God given gifts.

To the extent that we have the opportunity to position ourselves within our gifting we ought to pursue that goal. And we should not settle for a seat that does not fit us.

I cannot stay in this job because...

There are reasons that people leave jobs. It is often not for higher pay but for a better supervisor or organizational culture that is getting in the way of their current role. Often, when leaving a dysfunctional work environment it is not apparent until we have been out a while that we realize how bad it was. And how glad we are gone.

Here are some of the reasons that people cannot stay in their job.

One: There is no clarity as to what we are about, what we are going after and how we are going to get there. For those who want to invest their lives, this is a huge problem - and should be. Without clarity we all work in our own silos and none of us know how to best contribute to the whole. We don't know if we are going somewhere or nowhere. It is deeply frustrating and when one asks, there seem to be no answers.

Two: I have skills, gifting and training but I am micromanaged and cannot use any of my own creativity. What I feel inside is that my boss does not trust me enough to leave me alone. What I want is the big picture and then I will make things happen in my arena. However, with micromanagement and control I feel like a servant rather than a colleague. I really think I am better than that. 

Three: My opinion does not count. In fact, I am not even asked for my candid assessment of decisions or direction. When I try to give it I am rebuffed and if I disagree I am called disloyal when all I really want is the very best for the organization. I don't know who my leader talks to but it is not me and there is no venue for candid discussion.

Four: My leader has really bad EQ and it spills over on his staff - including me. He is defensive, insecure, needs to have his own way, does not like feedback unless it agrees with him, is manipulative, can be dismissive of others, does not resolve conflict and frankly lives in his/her own fantasy world that all is well. What is true is that the emperor has no clothes on this one and everyone around them knows that to be true except them. His problematic behaviors demean and diminish others and it is highly unpleasant. People on the outside do not see what we see but we see it all the time.

Five: I want a healthy leader and a healthy organizational culture. This does not cut it. I love the ministry and its people but to work here has become a non-starter. I am looking but I cannot tell my boss because he/she will become threatened and will probably undermine my efforts. To leave is to be disloyal.

There does come a tipping point when the leader and culture is unhealthy and when it does, people bail. Years ago I heard of a consultant to told the CEO of a Christian ministry all of us would recognize that his senior people were on the bubble for the kinds of reasons I have shared. He got angry and said "No one ever leaves this ministry." Over the next five years almost all of his senior leaders left. All it took was the first to go for others to realize that there was life beyond their organization.

We either lead well and create a healthy culture or we will have staff saying, "I cannot stay in this job because..."

TJ Addington (Addington Consulting) has a passion to help individuals and organizations maximize their impact and go to the next level of effectiveness. He can be reached at tjaddington@gmail.com.

"Creating cultures of organizational excellence."