Sticky Notes

Finding Clarity in Your Career: 2 Tools to Use Before You Quit Your Job

2 weeks ago
Read Time: 8 minutes
by Deja White
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How do you know it’s time to leave a job?

I’ve gotten asked this question so many times, “How do I know when it’s time for me to leave my job?”

And I’ve given various answers, but it wasn’t until recently when a young professional asked me this question once again that I developed the “Job Vibe Check” and the “Quitting Method” frameworks.

I think both are SUPER comprehensive methods that include a bit of retrospective work that will help you make the best decision for you, but first, I have 2 theories:

Most people know whether or not they will like their jobs by lunchtime on the first day of a new job. (I could’ve sworn I read this somewhere, but can’t find it anymore, so maybe I made it up. It remains true IMO.)
The same thing you disliked on day one or the first week of a job is the main reason or one of the main reasons you will eventually quit a job.

Now that you know my theories, here are my methods!

My Job Quitting Frameworks

Framework 1: The Job Vibe Check

The Job Vibe Check framework is designed to help professionals assess their current job situation across three essential categories: Salary, Environment (Company/Team Culture), and Job Responsibilities. By focusing on the negative aspects of your role, this exercise allows you to confront the issues head-on that might be impacting your job satisfaction, providing clarity on whether it’s time to find a new opportunity.

So, How Do You Run a Job Vibe Check?

The rules are simple.

There are 3 categories: You will create a chart with three columns representing each category — Salary, Environment (Company/Team Culture), and Job Responsibilities.

Salary: This category encompasses all financial aspects related to your job. Reflect on whether your salary aligns with your workload and market standards. Consider instances where you felt under-compensated, overlooked for raises, or undervalued compared to colleagues with similar responsibilities.
Environment (Company/Team Culture): Evaluate the culture of your workplace and your immediate team. This includes the dynamics between colleagues, the management style, and the overall atmosphere of the organization. Identify situations where you felt disrespected, unsupported, or discouraged, such as negative interactions with teammates or a lack of recognition for your contributions.
Job Responsibilities: Assess whether your day-to-day responsibilities align with your skills and career goals. Consider situations where you’ve felt overwhelmed by an unmanageable workload, unclear expectations, or a lack of growth opportunities. Think about moments when you felt your contributions were not acknowledged or appreciated.

Your Strikes:

In the “Strike” columns, detail the specific situations that have rubbed you the wrong way in each category. For example, if you were recently passed up for a promotion despite taking on new projects, this would count as a strike under Job Responsibilities. The goal is to document real frustrations that contribute to your overall job dissatisfaction.

Your Threshold for Change:

Once you accumulate three strikes in two out of the three categories, it’s a clear signal that it may be time to start looking for a new opportunity. However, you can adjust your threshold based on your personal tolerance; for instance, if your threshold is two strikes in each category, then you should plan accordingly.

This framework encourages you to be brutally honest about your experiences without sugarcoating the positives of your current role. It’s a crucial step in determining if you should stay or leave, providing a solid foundation for making an informed decision about your career path.

Check out the example of a filled-out chart below (slide 2)

This example shows three strikes in Environment for feeling undervalued by the team, a lack of support from management, and frequent conflict with colleagues.

In the Job Responsibilities category, there are strikes for feeling underwhelmed with daily tasks and also a clear callout of no interest to move up the ladder on their team.

Based on this assessment, the conclusion might be to recommend leaving the current role and team due to a toxic environment and a lack of growth opportunities. While the company as a whole could still be a valuable option, since they didn’t mention any company culture issues, this person might still want to look outside of their company for more opportunities.

This structured approach not only clarifies your feelings but also empowers you to take action towards a more fulfilling career.

Framework 2: The Exit Strategy Assessment

The Exit Strategy Assessment is a more structured approach for professionals who want to look at their current work situation from a more practical lens. It’s inspired by Mo Gawdat’s problem solving method that he used to manage his team while at Google. I designed this particular method to help individuals evaluate their current job situation and decide whether to stay or pursue new opportunities. It involves four key steps:

Step 1: The Mindset Shift

Your Task: Treat your current job like a brand-new job.

Beginning with a fresh perspective by imagining your current job as a new opportunity, can help you detach emotionally from past grievances. This helps create a neutral ground for evaluating your experience. It’s a mind-opening exercise that helps you approach your current situation with a sense of curiosity instead of with a lens of negativity. This shift can also help you objectively assess whether the role aligns with your long-term career goals.

Step 2: The Data Collection

Your Task: Document everything that rubs you the wrong way about the job, team, and company.

For either one day or one week, keep a detailed log of your daily experiences. Note specific instances that frustrate you, whether they are related to tasks, team dynamics, or company policies (or politics 👀). This log will essentially be a work journal/diary with concrete evidence of your feelings, helping you to identify patterns in your annoyances and gain clarity on what aspects of your job are truly problematic.

Step 3: The Analysis

Your Task: After your data collection period, take time to reflect on your notes. Go through each annoyance one by one, using Mo Gawdat’s three magic questions to facilitate deeper understanding and insight.

Question 1: Why is this an annoyance?

These questions gives you the space to vent about the situation and articulate the root cause of each annoyance. Is it a communication issue? A lack of resources? Understanding the ‘why’ helps you pinpoint whether these feelings stem from external factors or personal expectations.

Question 2: Is this true? Is there anything you’re missing? Is there evidence that this is happening?

These questions help you reframe the situation, and challenge your assumptions. This step encourages critical thinking and may reveal alternative perspectives or underlying causes of your frustrations. Consider whether your annoyance is based on a misunderstanding or if you’ have’ve overlooked any positive aspects of the situation.

Question 3: What are you going to do about it? Can you accept the annoyance and improve it? If not, what do you need to do to move on?

These questions help you take action. With a clearer understanding of your annoyances, determine your course of action. Reflect on whether you can accept and adapt to the annoyances or if they are significant enough to warrant a change.

Now that you’ve gotten this far, you have 2 choices:

Accept The Situation and Improve It: If you choose to stay, identify actionable steps you can take to mitigate the annoyances and frustrations. This might involve having difficult conversations with colleagues or suggesting process improvements.

Examples of common ways to improve your work environment:

Communication Enhancements
- Initiate Regular Check-Ins: Suggest having weekly or bi-weekly one-on-one meetings with your manager to discuss your progress, challenges, and feedback.
- Provide Feedback: Use anonymous surveys or suggestion boxes if available, or directly communicate your ideas for improvement in team meetings or one-on-ones.
Process Improvements
- Suggest Workflow Changes: If you notice bottlenecks in current workflows, propose solutions or adjustments during team meetings or in your communications with your manager.
- Use Project Management Tools: Encourage the use of project management tools (like Asana, Trello, or Monday.com) among your peers to improve task tracking and collaboration.
Team Dynamics
- Promote Constructive Conflict Resolution: When conflicts arise, use effective communication strategies to address issues calmly and constructively with your teammates and managers.
- Advocate for Incentives: If your team achieves goals, discuss potential incentives with your manager or teammates to acknowledge everyone’s hard work.
- Encourage Transparent Communication: Advocate for open communication from management by sharing your thoughts in meetings or directly with your manager about the importance of transparency.
- Involve Others in Decision-Making: When decisions affect your work, encourage discussions within your team to ensure everyone’s voice is heard and valued.
- Propose Flexible Work Arrangements: If feasible, discuss the possibility of flexible work hours or remote work options with your manager to enhance work-life balance.
Professional Development
- Seek Training Opportunities: Express your interest in professional development workshops, courses, or conferences to your manager and encourage others to do the same.
- Find a Mentor: Seek out a mentor within your organization for guidance and support, and encourage others to do the same to foster a supportive learning environment.
- Engage in Wellness Initiatives: Participate in or suggest wellness programs be added to the benefits within your company/team.

Plan for Change: If the annoyances are too impactful, outline your next steps for transitioning out of the role. This could include updating your resume, networking, or exploring new opportunities that align better with your career goals and values.

Here’s an example game plan if you’ve decided to make a change:

Self-Assessment: Identify your core values and what you really want out of your job, such as work-life balance or growth opportunities. Evaluate your skills and interests to pinpoint what you enjoy and excel at, providing a clearer direction for your career change. You can use a resource like the DIY Job Description Generator to help you figure this out.
Research and Exploration: Research various industries or roles that align with your values and interests, using online resources and career assessments for guidance. Network by reaching out to professionals in your desired field for informational interviews and attending industry events to build connections.
Update Your Professional Materials: Revise your resume to highlight relevant skills and experiences for your target role, focusing on achievements and outcomes. Enhance your LinkedIn profile by updating it to reflect your current skills and aspirations, and engage with relevant content to boost your visibility.
Set Clear Goals: Define SMART goals for your job search, ensuring they are Specific, Measurable, Achievable, Relevant, and Time-bound. Create a realistic timeline to achieve your goals, breaking down tasks into weekly or monthly milestones for better tracking.
Job Search Strategy: Leverage job boards and company websites to find opportunities, including niche job boards related to your field of interest. Tailor your applications by customizing your cover letter and resume for each position to emphasize how your skills align with the role.
Prepare for Interviews: Practice your interview skills through mock interviews with friends or mentors to refine your responses. Develop a concise elevator pitch that summarizes your background, skills, and what you seek in your next role to leave a lasting impression.
Maintain Momentum and Accountability: Track your progress by keeping a journal or spreadsheet to log applications, networking efforts, and follow-ups while reflecting on what works and what doesn’t. Find an accountability partner to share your goals and progress, facilitating regular check-ins to maintain motivation.
Consider Temporary Solutions: Explore freelance or contract work to gain experience in your desired field while searching for a permanent position, which can also expand your professional network. Invest in skill development by taking online courses or workshops to enhance skills relevant to your target career.
Make the Transition: Once you secure a new position, prepare to resign from your current role professionally by providing adequate notice and expressing gratitude for the opportunities you’ve had. After transitioning, take time to reflect on what you learned from your previous job and how those experiences shape your approach in your new role.