Eng MakingYourMove

7/23/2019 Eng MakingYourMove

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DAN TRUPP AND RAY BROWN

HOW TO MAKE A SMOOTHTRANSITION TO A NEW JOB

MAKINGYOUR MOVE:


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Whether youre in your first job out of college or amid-career engineering professional looking to make a

change, when its time to make a career move, there are

many things to consider besides landing a new position.

Lets face it: the time surrounding a career move is one of upheaval, from resigning

from your old job to integrating properly into your new company. And without proper

guidance, this upheaval, though exciting, can feel overwhelming. After all, you dont

want to burn any bridges when transitioning out of one position into a new one wherethere are a lot of unknowns.

This ebook is structured to guide you smoothly and effectively through the process of

transitioning to a new job by making informed decisions and taking appropriate actions.

INTRODUCTION

KEY HIGHLIGHTS

In this ebook, youll

learn how to:

assess your motivators

for wanting another job

resign amicably

make the most of the

onboarding process

integrate into your new

companys culture


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PART I:MOTIVATORSFOR MAKING

A MOVE


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Before looking for another job, its wise to spend some time reviewing exactly why you

want to move on from your current position. Set some time aside to find out what your

precise pain points are, because by analyzing the reasons you want to leave, youll be

better equipped to accept a new position that doesnt have the same drawbacks and

meets moreor even allof your requirements.

The reasons for wanting to find another job can vary from person to person, but the 2014

Kelly Global Workforce Index shows there are a number of commonly cited causes, including:

Dissatisfaction with salary, benefits, and other financial incentives. This pain point

is cited by 60 percent of engineers as a reason to look for another job with a different

employer. Dissatisfaction can easily occur if youve been with your employer for a

couple of years and have been given more responsibilitiesbut your compensation

hasnt increased correspondingly. At the same time, you might learn about

comparable positions that simply pay more or have better incentives.

Lack of opportunities for advancement. Almost half of all engineers would leave

their employer if there were no more room for growth with the company. A lack of

opportunities for advancement can occur for any number of reasons, including

limitations due to the size of the company, corporate hiring practices, or in-house

competition for promotions. Whatever the reason, its usually preferable to move on

than to stagnate.

PART I: MOTIVATORS FOR MAKING A MOVE

60 percent of

engineers citedissatisfaction withsalary, benefits, andfinancial incentivesas a reason to lookfor another job.

DISSATISFACTIONWITH SALARY

60%


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Inferior work-life balance. Increasingly more workers are looking for a good work-life

balance, meaning theyre looking for more flexible work arrangements, less overtime,

and, in general, a better time distribution between their professional and personal

lives. As a result, 38 percent of engineers cite an inferior work-life balance as a reason

to make a career move.

Current management. Almost a third of all engineers mention current management

as a reason for changing jobs. Whether its the inability to see eye-to-eye or issues with

the way a department is being managed, problems with management can be a major

pain point.

Poor staff morale. Low employee morale can result from many things including

constantly changing goals, misunderstood expectations or lack of communication.

And, according to 31% of engineers, its a powerful motivator to look for another job.

38 percent of engineers

cite an inferior work-lifebalance as a reason tomake a career move.

INFERIOR WORK-LIFE BALANCE

38%


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Stress. Work can be stressful for any number of reasons, varying from being

overburdened or participating in difficult projects to friction with colleagues or the

company suffering financially. Almost a quarter of engineers name stress as a reason to

look for another job.

Lack of training and development programs. In our rapidly changing society where

innovation and the adoption of new technologies occur at a rapid pace, its imperative

for workers to continue to develop professionally. Thats why its unsurprising that

almost a fifth of all engineers cite a lack of training and development programs as a

reason to leave their current job.

Lack of global or international opportunities. With increased globalization, 20

percent of engineers state a lack of global or international opportunities is a reason

to change jobs.

20 percent ofengineers statea lack of globalor internationalopportunities isa reason tochange jobs.

LACK OFOPPORTUNITIES

20%


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PART II:MAKING ABETTER MOVE


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Once youve decided to make a move from your current employer, its crucial that

you dont just take the first opportunity that comes up simply because you need a

change. You need to make sure youre making a better move that will advance your

personal and professional goals.

Keeping your current pain points in mind, make a detailed wish list for your new position

that considers aspects such as compensation, company culture, room for growth, work-

life balance, and opportunities to work internationally or in cutting-edge fields. Decide

on which points youre prepared to compromise and which are non-negotiable, and use

this list as a guide when evaluating potential positions.

Once you begin the job search process, refer to the Kelly Engineering Resourcesebook

Weighing Your Career Optionsto guide you through the steps necessary to properly

evaluate job offers and select the one thats best for you.

PART II: MAKING A BETTER MOVE

BY ANALYZING

THE REASONS

YOU WANT TO

LEAVE YOUR OLD

JOB, YOULL BE

BETTER EQUIPPED

TO ACCEPT A

NEW POSITION

THAT MEETS

MOREOR EVENALLOF YOUR

REQUIREMENTS.


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PART III:THERESIGNATION

PROCESS


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The resignation process is one of the most sensitive aspects of transitioning to a

new job. Even if youve signed a contract with your new employer and have agreed

on a start date, its crucial that you handle your exit from your current organization

professionally. Remember: you dont know when youll need a reference from your

current boss or an old colleague, so do everything you can to ensure an amicable

resignation process. Here are some dos and donts to bear in mind:

Do know exactly why youre resigning. Especially if you find it difficult to say

goodbye, use the pain points list you created in Part I of this eBook to remind

yourself why this position is no longer good for you. If youve already accepted

another position, make a list of why you prefer this new job and how good it will be

for your career.

Dont use your resignation as a way to leverage a counteroffer from your current

manager.You can read more about this in the following chapter, but overall, when

announcing your resignation, you should be 100 percent certain that you will be

leaving your current employer, as well as prepared to leave immediately in the

unfortunate event youre asked to.

Do make an appointment with your manager to resign in person. During this

meeting, inform your manager that youre resigning and state the exact date

youll leave.

PART III: THE RESIGNATION PROCESS

You should be 100percent certain thatyou will be leavingyour current employer.

BEFORE RESIGNING,BE CERTAIN.

100%


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Dont feel pressured to volunteer more information than necessary. Even if you

have a good relationship with your manager, providing too much information can

work against you in the event matters become disagreeable. It is likely that your

manager will be interested in the reason you are leaving, so give some thought to

this ahead of time so you are prepared with a respectful response.

Do offer to help make the transition to your replacement as smooth as possible.

You can offer to train your replacement or, in the event your position involves highly

specialized work, be available for questions after you leave.

Dont inform your colleagues youre leaving until youve told your manager.You

dont want your manager or somebody in HR to hear about your resignation through

the grapevine.

Do follow up your verbal resignation with a written letter to your manager and HR.

This formally indicates the termination of your employment and will be added to

your employee file.



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Dont add more information than necessary to the letter. It should state your

resignation and the termination date of your employment (usually two weeks after

your resignation, unless otherwise specified in your contract or negotiated by your

employer). Other than that, omit information such as your reason for leaving or who

your new employer is. As a rule of thumb, keep your letter of resignation short and

to the point.

Do thank your boss for the time you spent at the company. In your letter, state

again that youre willing to help make a smooth transition to your replacement, and

also indicate your intentions to remain on good terms.

Dont include any emotional or unprofessional statements. Even if you cant wait

to leave the company, keep your letter of resignation as professional and amicable

as possible.

Depending on the circumstances of your resignation, your last weeks at your current

company can be pressure-filled and very busy. Many employers take advantage of the

offer to train a replacement, so be prepared to work very hard for a while. But no matter

how busy you are, dont forget to contact HR about things such as unused vacation days,signing bonuses, pension, and any other matters that need to be addressed in order for

you to wrap up your old job and move on to your new position.

YOU NEVER KNOWWHEN YOULL NEED

A REFERENCE, SO DO

EVERYTHING YOU

CAN TO ENSURE

AN AMICABLE

RESIGNATION PROCESS.



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PART IV:COUNTEROFFERS


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When you announce your resignation, your employer could well make you a counteroffer

in an attempt to get you to stay. However enticing the offer may be, its almost never a

good idea to accept it, and heres why:

Counteroffers are often made to avoid inconvenience.It costs time and money to

find and train a replacement, so its only logical that your current employer will try to

get you to stay. However, what often happens is that the promises leveraged during

a counteroffer are merely a fast tracking of a salary raise and/or promotion you would

have coming anyway. This means that if you accept the counteroffer, youll merely have

temporarily speeded things upbut youll likely have to wait longer for any future

raise or advancement opportunity. Moreover, situations like these beg the question:

why didnt they offer you the raise or promotion earlier?

Oftentimes, a counteroffer is made as a temporary fix while your employer

searches for a replacement. This means that as soon as your employer finds a good

candidate, you could be cut loose. Remember: everybodys replaceable, and your

employer knows it. It then becomes only a matter of time before your employer can

get your replacement up to speed.

PART IV: COUNTEROFFERS


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Your loyalty will likely be called into question.If youve indicated that you want

to leave, theres one thing that often cant be fixed: the trust between you and your

employer. In fact, it could be irrevocably damaged. You could find yourself locked out

of opportunities because your loyalty to the company is called into question.

No matter how attractive a counteroffer, it usually doesnt address the pain points

that caused you to look for another job in the first place.Getting a raise or being

promoted wont address any issues you have with management or might not positively

impact your work-life balance. Bear your pain points in mind and assess objectively

whether a counteroffer can truly address them.

You dont want to burn bridges with your potential employer.If youre really

interested in working for the company that made you the offer that caused you

to resign, you dont want to burn any bridges. But if you accept a counteroffer,

youll most likely forfeit any future chances of working at the company that caught

your interest.

Statistics show that the majority of workers who accept a counteroffer find themselves

back on the job market within a year. This can either be because theyre let go by theiremployers or because they resign due to pain points that havent been addressed. The

numbers dont lie: its rarely a good idea to accept a counteroffer, so give any you receive

proper consideration.

PART IV: COUNTEROFFERS

STATISTICS SHOW THATTHE MAJORITY OF

WORKERS WHO ACCEPT

A COUNTEROFFER FIND

THEMSELVES BACK

ON THE JOB MARKET

WITHIN A YEAR.


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PART V:MAKING THEMOST OF THE

ORIENTATIONPROCESS


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PART V: MAKING THE MOST OF THE ORIENTATION PROCESS

Your first months at your new company lay the foundation for the rest of your career

with your new employer. The sooner you can become productive, the better your job

prospects and the higher your chances of a successful career. Thats why its important

that you make the most of your orientation process and learn how to navigate the

company as soon as possible.

Your primary goal during the orientation process should be to get the resources you

need to do your job well and function within the company. Keep the following points

in mind:

Be proactive.Your colleagues might think you know everything by the end of the firstweek, but more often than not, youll still be in a learning curve. Be proactive and do

your best to find out all of the information you need by asking questions, requesting

assistance, and even shadowing others on specific tasks when necessary.

Know the members of your team. Though this might seem like a logical step, its

not unusual for a new hire to walk into an office, only to be left to his or her own

devices on the first day because everybodys so busy. Instead of waiting for people

to come to you, reach out to colleagues to introduce yourself. Ask your manager

to identify colleagues with whom youll be working most closely, and make a list of

their names and job titles. Then do your best to establish strong relationships with

these team members.


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Get your equipment.Many companies provide laptops and/or phones to their

employees. Make sure you get any equipment as soon as possible so you can use

these tools to amp up your productivity.

Find out who your trainer or mentor is. Whether youre being formally trained on

the job or not, youll likely have a trainer, mentor, or go-to person who can answer

your questions and provide you with general direction. Make a point of finding out

who this person is as soon as possible and check in regularly with him or her. Use

your trainer or mentor as a resource to learn everything you need to know in order

to perform your duties well.

Review your responsibilities with your manager. To ensure you know exactly

what tasks youre supposed to be performing, review your responsibilities with your

manager. Establish a timeline to achieve certain things and check in with him or her

about completion.

Learn how the companys databases work. Locating information is key to

functioning properly in a new job, so its imperative you learn how to navigate your

companys databases. Ask your manager or trainer to show you where to find and

store the data you need, and take note of any processes or procedures youll be using

on a regular basis. Remember to respect and employ all data security measures wisely.



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Find out who the internal and external stakeholders are. Many projects have

internal and/or external stakeholders who are invested in a good outcome. As much

as possible, find out who these stakeholders are and why theyre invested in these

projects. The more you know about the value of the work you do for your company

and its partners, the better equipped youll be to make decisions that benefit you

and your employer.

During the first few months of your new job, its imperative that you keep reaching out

to your team for information and assistance. Remember: each appointment you make

and every relationship you build has the potential to be a step forward in your career.

YOUR PRIMARYGOAL DURING THE

ORIENTATION PROCESS

SHOULD BE TO GET

THE RESOURCES YOU

NEED TO DO YOUR

JOB WELL AND

FUNCTION WITHIN

THE COMPANY.



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PART VI:HOW TO SUCCESSFULLYINTEGRATE INTO YOUR

NEW COMPANY


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PART VI: HOW TO SUCCESSFULLY INTEGRATE INTO YOUR NEW COMPANY

During the orientation process, you not only have to get what you need to do your job;

you also have to integrate into your new company. This might sound easy, especially

if youre excited about your new position and are enjoying your work. However, each

organization has its own unique culture with specific methods, shared beliefs, and

common goals that everybody, from the newest intern to the most senior CEO, adhere

to. And unless you make a concentrated effort to fit in, you could wind up on the

sidelines and risk becoming unhappy in your job.

According to Forbes, 89 percent of hiring failures are caused by the candidate not

being a good cultural fit for the company. Thats a staggering statistic, and one

you dont want to become a part of. Note that the longer you work for a company,

the more integrated you become with its culture. So if you were with your previous

employer for more than five years, its imperative that you discard entrenched beliefs

and methods and adapt to those of your new company.

89 percent of hiringfailures are caused

by the candidate notbeing a good culturalfit for the company

89%


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Heres the good news: you can learn about your companys culture and use your acquired

knowledge to help you integrate. All you need is an open mind and a willingness to learn

and adapt. Keep the following points in mind:

Observe. Instead of assuming you know the best way, take a step back and observe

how your new colleagues do things. Dont challenge them to do it your way: build

relationships by learning their ways of accomplishing tasks.

Ask as many questions as you need to understand the why. It becomes much easier

to embrace new methods if you understand the reasons for doing things a certain way.

Do your best to fit in. Get to know as many people as you can and show a realinterest in them. Find common ground. Becoming friendly with your colleagues is the

fastest way to integrate into the companys culture.

Never make the mistake of observing and listening but not adapting. Its easy to resist

change, but the consequences could adversely affect your career. Instead, if youre

having trouble adopting certain methods, procedures, or beliefs, look for a way to

compromise. Determine what works for you, what works for the team dynamic, and how

to invite a relationship between the two.


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For example, if the company culture encourages individuals to solve problems on their own

and youre used to addressing challenges as a part of a group, you could solve a portion of

the problem by yourself and then ask other people for their opinions about your solution.

This makes you work as an individual while still inviting group participation at a later stage.

Integrating into the group is a gradual process, and one that you should work on every day.

Be prepared to try new ways of doing things, and keep an open mind to different beliefs.

Because the sooner youre fully integrated, the sooner youll be productive and able to

move forward with your career.


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CONCLUSION

Transitions can be exciting, yet stressful.

Once youre aware of your motivators for wanting to make a move, its key that

your next opportunity isnt just a bridge to get you out of an unsatisfying situation.

Instead, it should address your motivators and advance your career. Of course, when

leaving one job and start ing another, you oftentimes have to accomplish tasks youre

unaccustomed to, such as writing a letter of resignation or navigating counteroffers.

But if, from the very beginning of this process, you ask yourself the right questions and

concentrate on strengthening relationships, you can maximize your career trajectory

while minimizing your stress.


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SOURCES:

2014 Kelly Global Workforce Index

http://moneyfor20s.about.com/od/yourjob/tp/How-Can-I-Tell-It-Is-Time-To-Move-On-To-A-New-Job.htm

http://www.forbes.com/sites/jacquelynsmith/2013/09/04/14-signs-its-time-to-leave-your-job/2/

http://money.usnews.com/money/careers/articles/2013/08/12/8-ways-to-graciously-quit-your-job

http://www.asktheheadhunter.com/haresign2.htm

http://career-advice.monster.com/in-the-office/leaving-a-job/sample-resignation-letter/article.aspx

http://jobsearch.about.com/od/resignationletters/a/resignationlet.htm

http://www.ere.net/2012/08/09/why-you-and-your-candidates-should-never-accept-a-counteroffer/

http://news.yahoo.com/why-shouldnt-counteroffer-133221049.html

http://www.articlesbase.com/career-management-articles/should-you-consider-a-job-counter-offer-395246.html

http://www.mribcs.com/counter_offer.html

http://www.kellyocg.com/Blogs/Onboarding__Make_the_most_of_a_new_hire_s_first_week/?terms=make%20the%20most%20of%20a%20new%20job

http://talent.linkedin.com/blog/index.php/2014/06/what-do-new-hires-want-from-onboarding-infographic

http://www.huffingtonpost.com/diane-gottsman/7-tips-for-a-productive-f_b_5226033.htmlhttp://www.thedailymba.com/2010/06/21/your-first-90-days-at-a-new-job/

http://www.forbes.com/sites/erikaandersen/2012/04/25/the-most-important-reason-people-fail-in-a-new-job/


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Kelly puts a new employee to work every 33 seconds, andevery four minutes one gets hired directly by a Kelly customer.

Search for jobs on our Kelly Career Network, sign-up

for ourengineering career tips newsletter or visitwww.kellyservices.us/engineeringcareersto learn more.
https://kelly.secure.force.com/CandidateExperience/CandExpJobSearch?advanced=false&jobCategoryList=ENGINEERhttps://kelly.secure.force.com/CandidateExperience/CandExpJobSearch?advanced=false&jobCategoryList=ENGINEERhttp://www.kellyservices.us/US/Email-Subscription-Page/#.VNgiQkuBPKBhttp://www.kellyservices.us/US/Email-Subscription-Page/#.VNgiQkuBPKBhttp://www.kellyservices.us/engineeringcareershttp://www.kellyservices.us/engineeringcareershttp://www.kellyservices.us/US/Email-Subscription-Page/#.VNgiQkuBPKBhttp://www.kellyservices.us/engineeringcareershttps://kelly.secure.force.com/CandidateExperience/CandExpJobSearch?advanced=false&jobCategoryList=ENGINEER


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This information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party.

All trademarks are property of their respective owners. An Equal Opportunity Employer. 2014 Kelly Services, Inc.

ABOUT KELLY SERVICES

Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly offers a

comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary,

temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment toapproximately 540,000 employees in 2013. Revenue in 2013 was $5.4 billion. Visit kellyservices.com and

connect with us on Facebook, LinkedIn, and Twitter. Download WorkWire, a free iPadapp by Kelly Services.

ABOUT THE AUTHORS

DAN TRUPP is the Product Director for the Americas Engineering Product Center of Excellence

of Kelly Services, Inc. His primary responsibilities include leading strategic business development

of engineering workforce solutions throughout the West and Southwest regions of the United

States. He is an engineering subject matter expert for numerous industries including medical

device, aerospace, oil and gas, and semiconductor. Prior to joining Kelly, Dan held various

management positions with technical staffing firms in the United States. He attended Colorado

Technical University and is an active member of several associations including the Energy Professionals

Group, Colorado Governors Energy Board, and the Colorado Bioscience Association.

RAY BROWN is senior engineering recruiter with Kelly Engineering Resourcesand is responsible

for recruiting all levels of engineers in a broad range of industries. He has nearly 16 years of

experience in the technical recruiting arena.
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