As an HR professional, you have been hearing about the Great Resignation/Realignment for nearly two years. Chances are, you have been asked what you are going to do about it at your organization.  HR is not the sole one-stop shop solution provider to help organizations prevent the loss of people, but that’s a blog for another day… 

They say the grass is always greener (on the other side of the fence).  Have you been thinking about testing out that theory for yourself? If you are feeling mis-aligned, if your company’s HR practices are only focused on the transactional and despite your efforts to inspire change, there is still a traditional view of HR, then it may be time to consider a move.  Its OKAY if you want to elevate yourself, have more influence over the people impacts of business decisions, and want to be part of an organization that truly values the strategic contribution of HR.

When I was contemplating leaving a role early in my career, I had a very open conversation with my manager, and she asked me why I was hesitating with my decision to stay or go. I told her I would miss the people that I work with.  Her response was one of the best pieces of advice I have ever received, and I continue to use it to this day. She said, “There are people everywhere’’. And you know what? She was right. One of the many amazing things about a career in HR is that our skills are very transferrable from one employer and industry to another and can be a great steppingstone to related or to more senior roles, if that’s part of your career ambitions. 

If you have decided that you are ready to make a move, here are some things to consider before you join the Great Resignation:

• Check your motivation: make sure you are intentionally seeking a new opportunity that is aligned to your career aspirations, and your strengths and that you are not just running away from your current situation. (Have you ever asked a candidate ‘’Why are you interested in joining our company?” and their response is full of reasons why they don’t like their current job, yet they mention nothing about your opportunity?”)  

• Be clear on your values & value: looking for a new job requires you to know yourself, your boundaries, and what is negotiable & non-negotiable in terms of your personal values and your financial value. Its okay to acknowledge your abilities and your worth.  
• Ask yourself what you will miss: What do you like most/least about your present role and organization and if it’s only the people, you know the answer. Look for someplace where you can replicate those ‘’people’’ connections while also elevating the impact of the HR function and feel fulfilled.

Every day, HR professionals receive resignation letters and see top talent leave.  Everyone has their reasons.  Be intentional about your reasons and if its time, its time – we are certain that when you do move on, you will be respectful about your exit strategy.