Want to Get a Raise and Promotion? Maybe You Should Quit Your Job!

If you’re looking for the definition of counter-intuitive, take another look at the title of this blog post. The workplace is changing and countless people are choosing to quit their jobs to find new and better opportunities. Some of them get a raise and promotion by leaving and returning!

Whether it was working remotely or a flexible schedule; childcare at the workplace or shared responsibilities, the definition of “working a job” has been changing for years.

Yet, the social distancing, lockdowns, and other restrictions placed on individuals and businesses in response to the pandemic have jumpstarted an even more dynamic shift in the paradigm of what we call work.

According to a recent article at CBSNews.com, “The rate at which people are quitting is ridiculously high, given how high unemployment still is,” said Michael Pearce, senior U.S. economist at Capital Economics. “People are so confident in their prospects of finding a new job that they’re quitting at unprecedented rates.”

The result of this shift is that workers have more control of their future than they’ve had in perhaps decades. The shift from control of demand to control of supply has enabled them to negotiate for greater benefits. Some are looking for higher pay, while others want increased upward mobility (a promotion).

Those who’ve found nirvana while working remotely are asking for more flexible and/or permanent work-from-home arrangements. There are plenty of other perks they may seek if they’re going to stay with their current employer. Of course, this also means they have plenty of options should they choose to leave.

Workers Have More Control than Ever Before

Workplace culture is another area of focus for managers and team leaders. As we shared in a recent post, the workplace needs to be psychologically safe to retain talent. This the ideal time for insightful leaders to take advantage of a unique situation. It’s time to step up to the plate in ways that support their workers.

The proof that such a forward-thinking and dynamic plan is in the numbers. Again from the article: “Nearly 4 million Americans left their jobs in April, according to data from the Bureau of Labor Statistics; an unprecedented number in the two decades the government has been tracking this data, pushing the quits rate 24% higher than it was before the pandemic.”

If an organization truly values its workers and wishes to keep them, there is no better time to improve their culture and prove it to them than now.

It may be even more illuminating to consider how businesses, from large corporations to mid-sized and smaller, are coping – or trying to cope – with the fallout from the work-from-home trend. That is, if, how, and when to get their teams back into the office.

“In the United States, organizations, where employees have been largely working from home for the past 16 months, are having a mild freak-out. Depending on the organization, they’re hemming and hawing. They’re treading water. They’re having seemingly endless meetings with HR. They’re analyzing focus group data and surveys and drafting carefully worded ‘back to the office’ plans. And they’re dealing with or anticipating or totally ignoring employee blowback.” (from Substack.com, by Anne Helen Peterson, author of Culture Study)

The New Remote Work Conundrum

It should go without saying, yet must be mentioned, that different personalities excel in different work environments. Some do best when surrounded by coworkers at the office, perhaps because they’re more competitive or feel more supported there. Others have shown themselves to be far more productive when working remotely, without the distractions (and stress?) of the office.

Across the country, businesses are struggling to figure out how best to “Bring ‘em back” to the fold without causing distress or plunging productivity. But questions remain: Who is best placed to decide how this gets done so that the return is done equitably and with as little disruption to worker’s lives as possible?

Heart-centered, compassionate leaders have an advantage in this scenario because of their emotional intelligence and empathetic approach to working with teams. The cultural revolution that is taking over the workplace puts you in the driver’s seat.

On the other hand, this shifting paradigm may, instead, lead you to consider moving on toward greener pastures. If so, you will need to identify your strengths and be willing to take risks to find the best match for yourself. There is absolutely no need to continuing to suffer in a toxic workplace.

Are you struggling to figure out your place in this new, more flexible working environment? It’s understandable if simply asking for a raise and promotion is no longer enough for you. I can help!

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