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When I asked my client this question, the trajectory of the conversation shifted dramatically.
She initially reached out to me because she was feeling dissatisfied in her job. She used to enjoy the work, but she hadn’t as of late. It became harder and harder for her to feel engaged and motivated in her work.
She interpreted this lack of energy and dreading Mondays as a sign that it was time to move on and find a new opportunity.
So, what was the question that changed everything?
When I asked her “What conversation have you had with your leader about how you are feeling about your work?”, she went silent.
After reflecting, she answered “none.”
“Sometimes, the right conversation (and some curiosity and research) can open doors you didn’t even realize were possible.”
Had I not asked her this question, we would have been fully down the path of clarifying her career goals, creating a job search strategy and updating her resume.
My client’s situation is not unique. I’ve worked with many clients who jumped to the conclusion that they needed to leave, when they hadn’t done anything (or considered they could do something) to try to stay.
It’s easy to assume that dissatisfaction at work means it’s time to move on. But sometimes, the right conversation (and some curiosity and research) can open doors you didn’t even realize were possible. Leaders aren’t mind readers – if they don’t know what’s missing for your client or what they need, they can’t help them find it.
Before making a decision to leave, exploring ways to make your client’s current role more fulfilling is worth the effort. Here are some ways you can help them make that happen:
- Take time to reflect – invite your client to think about all the reasons why they aren’t happy in their role right now. What are reasons within their control, which ones are out of their control and which ones are they willing to accept in order to stay?
- Encourage your client to initiate a conversation – instead of waiting for their leader to make the first move, have your client come prepared to share what fires them up about their job, what drains their energy and what they’d love to get involved in but haven’t had the opportunity to do so yet. They can ask “What other opportunities are there that align with the work I enjoy doing?”, “What courses do I need to take to make myself more marketable?” and “What other experience do I need to gain?” They should prepare for this meeting (intention, messaging and questions) in advance.
- Invite your client to ask for what they need – things like: asking their leader to introduce them to someone else in the company to learn more about what they do, to learn more about other departments and their challenges, to ask for a cross-training opportunity, or to help their leader with some projects so they can learn and develop new skills.
- Keep an eye on internal job postings that line up to work they’re interested in doing – when applying, work with your client on clearly articulating their achievements with results, instead of assuming their experience will speak for itself.
- Talk about their career goals with others so team members can alert your client to opportunities they hear about or see internally promoted.
- Seek out developmental opportunities, like job shadowing or mentoring – these opportunities can be invaluable for learning more about “a day in the life” of a specific role and gaining familiarity with benefits, challenges and priorities in the role.
If your client is feeling disengaged at work, check in with them to see if their assumptions are driving their next move. A thoughtful and planned conversation with their leader could lead to new projects, role adjustments or even career growth opportunities they hadn’t considered or thought possible.
However, it’s important to note that sometimes initiating a conversation isn’t the right move – especially if your client is dealing with a toxic environment, lack of support or a leader who doesn’t invest in their growth. In that case, it will be helpful for them to reflect on what’s missing and be specific about the kind of leader and environment they can do their best work with, then develop a plan to intentionally find this outside of the organization.
If your client still feels it’s time to go, they will be making that decision with clarity and confidence. Instead of running away from what they have, they will be moving toward an opportunity of good fit.
