>The first step
>The boss might be listening
>A graceful exit
>Important Points to Smooth Your Transition

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Not every employee has the patience of former University of North Carolina basketball coach Bill Guthridge. Before ascending to the top spot in the men’s basketball program at Chapel Hill, Guthridge spent 30 years as an assistant coach under Dean Smith, doing his job well in a program that was consistently among the nation’s best. By the time he retired in the spring of 2000, Guthridge had amassed a head coaching record of 80 wins and 28 losses and was only the sixth person in NCAA history to play on a final-four team and then direct a final-four squad as head coach. His story reminds us that organizations are full of underappreciated people who need only a chance to showcase their talents. Moreover, it reaffirms the idea that ceaseless self-promotion and perpetual job-hopping might not be the best strategy for getting ahead.

But it would be naïve to think every employee can find the perfect employer for a 30-year ride, as Guthridge did. Careers never develop predictably, and there are no hard and fast rules to live by in the free-agent economy. In his recent book, Promoting Yourself (Free Press, 2002), nationally recognized career coach Hal Lancaster reminds his readers, “If you’re in a position where you can’t grow through more responsibility or technical knowledge, you have to think about a change.”

Additional situations that argue for a career change include: a cultural mismatch with your employer, changing work-and-life balance imperatives, an impending merger or post-merger trauma, recognizing the job is not what you expected, a bad boss, the need to follow a relocated spouse, a dearth of close friendships at work, or ethical conflicts in the workplace.

A final factor to consider before you start looking for a new job is your time in your current job. Although less of an issue in this era of ubiquitous start-ups and continuing economic expansion, a résumé that reads like a rock group’s world tour will make some hiring managers nervous. Still, decision-makers are more concerned with your accomplishments and why you’re ready to move on rather than with your timing. In general, staying in your current job at least a year and a half easily can span two calendar years on your résumé and allay job-hopping concerns.

The first step

Of the many factors that affect success at work, the alignment between the personality, style, values, and culture of our workplace are probably the most critical factors for professional success and happiness. These are the factors that most often lead to job failure. By contrast, those who are the happiest and most satisfied in their careers usually work in organizations or with clients whose values are aligned closely with their own.

Accordingly, the first step in the decision to move on — and also a good first step in your transition from military service — should be to take stock of your professional values and develop a clear understanding of what is important to you. You should know your own values before contemplating a professional change.

Elements of your personal style and values most likely include some mix of passion, skills, money, status, organizational position, intellectual stimulation, making a difference for the greater good of society, tolerating mistakes, high ethical standards, respect for others, and a willingness to suspend judgment and consider fresh alternatives.

Sherrie Taguchi, a career development professional and the former director of MBA Career Management at the Stanford Graduate School of Business, gives this advice to all of her clients: “Be honest with yourself and prioritize your values. Write them down so you have them to refer to when you are evaluating organizations and offers.”

If you find good alignment between the culture of your current employer and your professional values, maybe all you need is a little patience and rejuvenation, rather than a reckless job change. Lancaster writes, “The task of building a career is replete with ups and downs, hurdles and roadblocks, luck and misfortune.” Accordingly, a move to new responsibilities with the same employer, a leave of absence, assuming a mentoring role for new employees, volunteering outside of your day job, or even a good vacation can often renew your enthusiasm and passion for work.

Moreover, consider the possibility that personal issues could be spoiling your interest in your work. Do you really hate your job, or is something else wrong in your life? Erin White, author of a weekly Wall Street Journal essay about recruitment, pay, and getting ahead, recently reminded her readers to “look at all of the factors to make sure [you’re] not making one decision to solve another problem.” White sees many people in miserable marriages who think they can fix their personal lives by changing professions.

The boss might be listening

If you’re convinced your current position isn’t a great fit, then it’s important to remember the first rule of job-hopping: Don’t give short shrift to your current job. This doesn’t mean you shouldn’t be looking as long as you’re gainfully employed, but it’s worth remembering that your current employer expects your full attention every day, and — though it might seem unlikely now — you might want to return to your current employer someday. Keeping both of these imperatives in mind throughout your job search will enable you to say goodbye with grace and leave your current job on good footing.

Unfortunately, the modern cubicle culture makes it far more difficult to keep your job hunt secret. Open office layouts complicate your efforts to conduct discreet job-search phone calls. Casual dress codes make your new interview attire stand out like Bermuda shorts on the Front Four in Stowe, Vt. In addition, many employers are using inexpensive monitoring software to track their employees’ online activity, e-mails, and instant messaging.

All of this argues for great discretion and leads to the second rule of job-hopping: Never use your company’s equipment or e-mail account while you’re in the job hunt.
The proliferation of nontraditional work arrangements makes it easier than you think to keep your job search off the office radar screen. Relaxed attitudes toward telecommuting can give you some private time every week away from the office to network, return phone calls, and even do job interviews far removed from the scrutiny of coworkers.

In addition, if you choose to work with a retained or contingency recruiter, be certain to discuss your privacy concerns with your headhunter. When posting your résumé in a Web-based job database, keep your identity as secret as possible. For example, Monster.com allows candidates to hide their name and contact information in the job posting. This popular job-search Web site sends you an e-mail when someone shows interest in your résumé.

Airport clubs are another danger zone, particularly if your current employer has a group travel contract with the predominant hometown airline. Many covers have been blown thanks to a coworker stumbling into a networking meeting or job interview at the local airport VIP club.

Additional tactics to help protect your privacy include varying your office wardrobe to make your interview suit less conspicuous, using your cell phone for all of your networking and job-search contacts, stretching your lunch hour a bit to accommodate your job search, and carrying a personal laptop computer for efficient Web and e-mail access at the local hot spot near your office.

For the ultimate in privacy during a job search, White recommends “you splurge and book a hotel room near your office for the day. This unconventional arrangement makes sense if you can’t work from home, dislike using a cell phone to call potential employers, and lack a private office at work.” Further, many hotel chains offer day-room rates at a fraction of their standard overnight rate.

Finally, don’t be too quick to discuss a possible departure with the human resources department. Although it’s tempting to have a working-level discussion to clarify the procedures for handling unused vacation time, profit sharing, and bonus payment policies for departing employees, human resources professionals are under no obligation to maintain your confidentiality. In most cases the best resources for this type of information are trustworthy friends who recently have left your company.

A graceful exit

Balancing the competing priorities between your current job and your job search is not unlike the challenge facing a speed skater on a dark river — always striving to avoid the ruts and leap over the barricades that trip up less nimble competitors. And at some point, though there still are many uncertainties in your mind, you have to make a decision and tell the boss you’re leaving. The best advice for this stressful conversation comes from Mark Twain: “When you are confronted with a difficult decision, do what is right. You will please a few, and you will amaze the rest.”

Your boss will appreciate hearing the news from you. Although a two-week notice is rarely a requirement, it is widely viewed as common courtesy. Walking out in the middle of the night shift to avoid an uncomfortable confrontation is rude, unprofessional, and ensures you will never be invited back. Unveiling your plans with style and class also might work to your advantage if some of your separation benefits are negotiable, such as transition life insurance coverage or payment for unused sick days.

Discuss your reasons for leaving in positive and nonconfrontational terms. It’s hard to criticize someone for moving on to improve his or her career. Emphasize the opportunity your new position might offer for broadening your professional growth, expanding your responsibilities, reinforcing a weak area in your résumé, or permitting better balance between work and personal responsibilities.
In addition, your stature will be enhanced if you offer to be involved in the selection and transition of your work to your successor. Underscore your commitment to handling your day-to day responsibilities through your last day, offer to be available for consultation and assistance to your successor after you depart, and consider preparing a transition plan to seamlessly meld your clients and your successor into their new professional relationship.

Most of us are familiar with the 80-20 rule in business — 80 percent of your sales come from 20 percent of your customers, or 80 percent of your people issues come from 20 percent of your employees. In her recent book, The Career Troubleshooter (American Management Association, 2006), Taguchi encourages readers to apply the 80-20 rule in their career planning by “taking on roles that 80 percent of the time allow you to draw on your strengths, prior experience, and core skills. The other 20 percent of your efforts should take you out of your comfort zone.”

Your successful job search and transition will take you way outside of your comfort zone and stretch you professionally. However, the potential benefits are huge, including a reenergized professional network, refined communications skills, and enhanced confidence and resilience. Best of all, your efforts will invariably lead to better opportunities. In fact, the hardest part could be taking the first step.

Important Points to Smooth Your Transition

■ Always carry a current résumé. It’s as indispensable as your business card for a successful job hunt.

■ Improve your timing. Make your networking calls early in the morning or late in the afternoon when people are more likely to be answering their own phone.

■ Look at retirement savings plans. Check the timetable for significant company contributions. It might be worth delaying your departure to get your share.

■ Plan for transitioning your tax-deferred retirement accounts. The most flexible and tax-advantaged option is to roll the funds into an individual retirement account, which lets you choose from a wide range of investments.

■ Consider flexible spending accounts. These accounts allow employees to ear-mark pre-tax income for health care and day care expenses. Your annual contribution is withheld by your employer on a monthly basis. If you spend the entire annual contribution before it’s deducted and then switch jobs, you are not required to repay the difference.

■ Look into health savings accounts. To be eligible for a health savings account, your employer must have a qualifying high deductible health plan. If you leave your current job, you take the money with you — including employer donations.

■ Learn about health insurance. Departing employees may extend old benefits under the COBRA law, which allows continued coverage at group rates for up to 18 months.

■ Consider your stock options. A 90-day deadline is common from your last day at work to exercise vested stock options. If you’re given a batch of options, it’s likely that 25 percent will vest each year for four years, and non-vested options will be forfeited.

■ Be careful during your exit interview. You’re balancing on a tightrope between constructive criticism and a badly burned bridge. Don’t spoil your reputation with poorly chosen comments.

About the author: Jim Carman is a graduate of the MIT Sloan School of Management and a retired Navy captain. He writes and lectures about career transition issues.