Through my work with clients on how to sustain the performance of top leaders, I have learned that the trick is to find the sweet spot where the executive feels excited and challenged by their role. This, admittedly, is a tough tightrope to walk. Too much pressure may tip them into burnout, while too little can lead to boredom – which is just as likely to trigger a resignation.
Whether you’re feeling burned out, bored, or itchy for pastures new, deciding to leave a job is never easy. Having worked with hundreds of leaders in the financial, pharmaceutical, and defense sectors over the past 20 years, I have identified seven archetypes for when young professionals quit their jobs.
1. The upgrader
Better job, better pay, better location, better perks. A step towards a brighter future. This person is always looking to go to the next opportunity and may quit a job as soon as a better one comes along.
2. The career climber
This person is focused on advancing their career and may quit a job if they feel they have hit a ceiling or are not getting the recognition or advancement they feel they deserve. Others may jump ship to take on new challenges if they get the impression they are starting to stagnate and want to leverage their skills and talents in a new environment.
3. The entrepreneur
Armed with a stellar idea or a desire to pursue their own passion, this person may quit to be their own boss and start their own business.
4. The holistic mover
A major life event such as a move, a change in family circumstances, or a personal health issue can also be a reason for people to hand in their notice. They may want to spend more time with children or elderly relatives or might be looking for a role with more purpose.
5. The wind down
Those experiencing high levels of stress, working long hours, and feeling unappreciated may quit due to burnout. If a person has taken time out and is still emotionally exhausted and feels like they can’t go on, it might be time to search for a new job that won’t do so much harm to their physical and emotional well-being.
6. The pre-emptive striker
Trouble is brewing, and their performance ratings are middling at best. This person may feel that their skill set no longer matches the needs of the business. They know the axe is coming, but they don’t want to suffer the indignity of a pink slip. Rather than facing a phase of decline – and associated drop in personal market value decline – they quit to be with family, travel the world, join the gig economy, or catch a new train.
7. The conscious choice
A toxic culture, an ill-mannered boss, or questionable business practices. This person decides to move on rather than fit in. This choice is one that might come with bragging rights, a kiss-and-tell, but perhaps also an extended holiday.
Should you stay or should you go?
The seven archetypes show that there are many reasons – not just negative – to quit. You may leave to take on a new challenge, because your talent can be better used elsewhere, or to strike a better balance in your life.
Of course, being able to quit a job is a privilege. Some people may remain tethered to a role that is uninspiring or draining because they can’t afford to leave for financial reasons or because of limited career opportunities in their area.
In this case, it becomes even more important to ask your employer whether they would be willing to make changes that will improve your quality of life at work, be this a new management challenge or greater flexibility. It’s also worth asking whether you can be transferred to a new team within the organization.
You may be forced out because the job has left you emotionally and physically depleted. If you’re getting to the stage where you’re struggling to sleep or find time to exercise or even eat healthily, it’s important to find someone who can act as a secure base and help identify the support you need before you make the final decision to quit.
Whatever your circumstances, you should never leave in a rush, or in a spurt of anger because of a careless comment from your boss. Make sure the way you exit an organization aligns with your overall values.
As Jacinda Ardern said: “I leave behind a belief that you can be kind, but strong; empathetic, but decisive; optimistic, but focused; that you can be your own kind of leader – one that knows when it’s time to go.”
The graceful exit: Once you’ve made up your mind to quit, how do you prepare for your exit in the right way?
In an ideal situation, everyone would strive for the “graceful exit” where you leave to a standing ovation, flush with a set of achievements and an appointed successor waiting in the wings. In reality, few manage to nail this.