Although change is supposedly the only certainty in professional life, leaving a well-known place of employment seems to be a risky step for many employees. At the same time, ignoring disturbing signals can lead to burnout and loss of motivation.
Experts agree that there is no universal time frame for all employees, exceeding which should result in a change of place of employment. However, there are signs that may clearly mean that further work in a given place may not only be fruitless, but even harmful.
When to change job? Top warning signs
Apart from critical situations such as mobbing, harassment, company liquidation or failure to pay salaries, for many employees long-term employment seems to be a comfortable situation.
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Experts point out, however, that it is not worth waiting for the moment when the performance of duties, the atmosphere at work or the attitude of the company will spill the beans. And it will make you think about terminating your employment contract.
As the Pracuj.pl website explains, it is worth regularly analyzing your situation and reacting when the first signs of problems appear that may lead to burnout and loss of motivation.
Is there a best time to change jobs?
If work does not provide challenges and the activities become tiring, then – as experts from Hays point out – it is not worth waiting for a positive change. Boredom and demotivation in everyday performance of duties should also raise the internal alarm.
Dissatisfaction with remuneration is also a valid signal to change job. Especially if it is combined with the feeling that the company invests only in new employees, who are offered much better conditions than those who have extensive professional experience.
The amount of remuneration due is now much easier to check. Salary reports available in the public space can be a guide and a reference point for the expected remuneration. If it is disappointing and inadequate to the “market rates”, it is worth looking for a new job.
Salary is not everything. This can also motivate you to change your job
While remuneration, routine or demotivation can be felt quite easily, incompatibility with one's own company is a much more difficult situation to diagnose.
However, you do not have to be an expert in motivation to notice, for example, that the employer has changed its attitude towards key issues, organized structures in a negative way or is convinced that their functioning will end soon. Such signals may encourage the search for new career development options.
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If the signals make you think and encourage you to make life changes, it is not worth waiting – as Hays emphasizes – for the perfect moment. It is better to be active, observe the market and analyze your situation. It is also important to take into account your life situation and minimize risk, e.g. if you have a mortgage or are expecting a child.
Termination of the employment contract. How to write them correctly?
In principle, both the employee and the employer can terminate an employment contract. Importantly, this document may contain a notice period or be prepared without it.
If the notice of termination is submitted by the employer, the document must include a justification for terminating the contract (statement of reasons for termination of the contract, e.g. liquidation of the position, loss of confidence in the employee, etc.), as well as information on the employee's right to appeal to the labor court.
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In turn, the employee may terminate the employment contract without giving a reason for the termination. The condition is to maintain the appropriate form of the document.
The notice of termination of an employment contract submitted by an employed person should include, among others: place and date, basic employer data, employee data, but also a declaration of termination of the employment contract specifying the date of its conclusion and the parties to the contract.
Notice period. Its length depends on it
In addition, there must be signatures of the persons terminating the contract and the representative of the party accepting the document. In a situation where a notice period has been agreed, this information should be included and an indication of a specific deadline.
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The notice period depends on the type of contract and length of service. In the case of a trial period contract, it ranges from 3 days to 2 weeks, and in the case of a fixed-term or indefinite-term contract – from 2 weeks to 3 months.
The employer may release the employee from the obligation to work during the notice period while retaining the right to remuneration. The fastest way is to reach an agreement between the parties, i.e. a unanimous declaration of will by both parties to the contract.
