Leaving During a Crisis
26 April 2009
Read by 1814 persons
A decision to be made calmly after careful consideration. The future of your career depends on it.
In a somewhat difficult economic context, some companies are affected by the crisis, especially those focused on export or those that are part of a multinational.
Some groups have already started laying off some of their employees, while others are trying to limit the damage and not cut their workforce. As a result, executives feel threatened and plan to change employers, or even sectors of activity. Is this a good solution or a rash decision? "First of all, it should be emphasized that anyone in the current circumstances should not make important career decisions conditioned by the crisis!! I know this may seem like an easy statement, but what do you want to do? If decisions must be made, then let them be made calmly and thoughtfully," says Ali Serhani, an associate HR consultant at Gesper Services.
Sometimes, employees also change jobs if the atmosphere becomes unbearable because they can no longer stand working with a terrible or temperamental superior. "This is an irreparable mistake, especially if you have a strategic and long-term evolutionary position," advises the consultant. And he adds: "A little patience, because there are annoying bosses everywhere, so manage them and take advantage of it to do very positive work on yourself."
In other words, you have to know how to manage your emotions, especially if you have excessive self-esteem. Sometimes, during a crisis, an employee decides to leave their job for an attractive offer, but in a company that can be described as a "feudal fiefdom", this is one of the mistakes that can mark you for life, especially if you come from a structured and organized company. In fact, in Morocco, there are behemoths managed by "Moul Choukara". They sometimes pay exorbitant salaries worthy of multinationals, but they lack managerial maturity. "Let's not forget, you don't suddenly become an entrepreneur overnight," underlines Ali Serhani.
After succumbing to the charm of these companies that pay better, these executives attracted by money find themselves in a disorganized company and, after only six months of working for their new employers, start calling on firms to find another job in a structured company or multinational with a very strong corporate culture, for half their current salary. Food for thought.
"Don't leave before finding a good job"
Leaving during a crisis, is it always a good idea?
I would say that it depends on your situation. Either you are asked to leave, or you feel you are wasting your time in the company and it seems better to go elsewhere. First of all, if you link your departure to the crisis when, within the company, you have not been asked anything, it means that somewhere there is a problem. Because crisis or no crisis, the company can thank you by compensating you of course (since today it knows what to expect in terms of compensation) as it can keep you despite its financial difficulties.
On the other hand, if you want to leave for personal reasons, because you feel you are "dying slowly", the question to ask yourself is simple: "leave yes, but for what position and for what company?" We know what we are losing, but we have no idea what we are going to gain... These are the questions you need to answer.
And if it's inevitable, what to do?
This being said, the crisis has caused many upheavals and some companies around the world are no longer producing as before. And if these are present in Morocco via subsidiaries or subcontractors, their recessions collaterally affect our companies and therefore, consequently, some jobs must "jump".
If this is the case and if we think that despite the skills we have, and the positive results achieved, it is high time, because of the crisis, to change companies if not sectors of activity, here is the first advice to give: As mentioned above, ask yourself what position you are going to change for, what salary, and especially what kind of company. This last point is important, because if it sometimes involves leaving a company where good managerial practices are "common currency", to go to a company where the boss thinks he is in his "farm" or in his "fiefdom", it is better to stay where you are and wait for the right time to change.
In other words?
You must always weigh the pros and cons. If you have to leave one company for another, project yourself over the next five years and in the sector of activity in which you would like to operate. Find out more about this last case, especially if it is linked to the international economic situation. The Emergence plan can give you ideas if you wish.
Apart from that, you can say "crisis or no crisis", it is high time to review our future projects, to take a kind of "career break". Thus, while keeping your current position, you can imagine a little what you intend to do with your professional life. There is a Chinese proverb, to be meditated on by both employers and employees, and which I am particularly fond of, which says that "When the wind blows very hard, you should not build large walls, but rather windmills". So instead of shrinking back and waiting for better days, if they come!! It would be better to take the lead and imagine, innovate and tell yourself that "the solution is hidden in the detail" and it is this detail that you must find that will make all the difference.
Does the refusal of a salary increase or promotion constitute a valid reason for leaving?
If the refusal of a salary increase or promotion is linked to the economic situation and if the employee is in a structured and worthy company, it would be advisable for him to remain while waiting for better days. I think that it is in such moments that it is necessary to be in solidarity with one's employer. I think that one should not rush, especially into the unknown.
However, if you are in a company that has always been managed in an archaic way and if you feel that you are competent (the results are there to prove it, not the words) and therefore wasting your time, you might as well go look elsewhere.
One piece of advice! Do not leave the company until you have found a job worthy of you and your skills. Negotiating while having a job is not the same as when you are unemployed!!!
What precautions should be taken before signing a contract with another employer?
It depends on the candidate's situation. Is he in a weak position or not? Does he need this job at all costs? Or has he been approached directly by his new employer?
For the first case, it is imperative for the candidate to work and therefore to accept the job offered, so take what there is, while waiting for a very good opportunity. If you are given a leonine contract to sign, fear nothing, sign it and legalize it if asked, because there is in any case a minimum of rights guaranteed by law, not forgetting that the text of public order prevails over any particular agreement.
For the second case, the candidate has been approached either by a firm or by an HR manager or almost by the CEO of the company, then some clarifications are needed:
The first is that the approached candidate, if he is interested in the offer, must be sure of his approach: does he want to leave or not his current employer?
If the answer is yes, then everything is in order and there, he can negotiate. If he is not sure, let him remain professional and decline the offer and thereby allow other people to apply for the position, without overshadowing them, especially if it is a "sharp" profile.
In the first case, the first clause is the one relating to the salary. Normally, the salary is shown gross in the employment contract and may correspond to a net amount, on which both parties have agreed. In this case, the employee must request a simulation of the payslip he will receive at the end of each month. This will avoid many surprises!!! Another piece of advice, you must negotiate a good gross salary that can correspond to a good net salary, because we always base ourselves on the gross salary to calculate contributions and others.
The employee must also negotiate the notice period in case of departure, because you can even be made to sign a notice period of one year. If you sign and legalize the contract, you must respect this period in case of departure. So, it is better to be proactive from the start in order to avoid any unfortunate surprise.
In fine, the employee being in a position of strength, he must read his contract meticulously if possible with the help of an expert, so as not to be fooled. Always meditate on what your insurance advisors tell you: "When you read an insurance contract, never read the guarantees, always read the exclusions!!!".
Published on February 22, 2009
Posted online on February 26, 2009
lematin.ma
In a somewhat difficult economic context, some companies are affected by the crisis, especially those focused on export or those that are part of a multinational.
Some groups have already started laying off some of their employees, while others are trying to limit the damage and not cut their workforce. As a result, executives feel threatened and plan to change employers, or even sectors of activity. Is this a good solution or a rash decision? "First of all, it should be emphasized that anyone in the current circumstances should not make important career decisions conditioned by the crisis!! I know this may seem like an easy statement, but what do you want to do? If decisions must be made, then let them be made calmly and thoughtfully," says Ali Serhani, an associate HR consultant at Gesper Services.
Sometimes, employees also change jobs if the atmosphere becomes unbearable because they can no longer stand working with a terrible or temperamental superior. "This is an irreparable mistake, especially if you have a strategic and long-term evolutionary position," advises the consultant. And he adds: "A little patience, because there are annoying bosses everywhere, so manage them and take advantage of it to do very positive work on yourself."
In other words, you have to know how to manage your emotions, especially if you have excessive self-esteem. Sometimes, during a crisis, an employee decides to leave their job for an attractive offer, but in a company that can be described as a "feudal fiefdom", this is one of the mistakes that can mark you for life, especially if you come from a structured and organized company. In fact, in Morocco, there are behemoths managed by "Moul Choukara". They sometimes pay exorbitant salaries worthy of multinationals, but they lack managerial maturity. "Let's not forget, you don't suddenly become an entrepreneur overnight," underlines Ali Serhani.
After succumbing to the charm of these companies that pay better, these executives attracted by money find themselves in a disorganized company and, after only six months of working for their new employers, start calling on firms to find another job in a structured company or multinational with a very strong corporate culture, for half their current salary. Food for thought.
"Don't leave before finding a good job"
Leaving during a crisis, is it always a good idea?
I would say that it depends on your situation. Either you are asked to leave, or you feel you are wasting your time in the company and it seems better to go elsewhere. First of all, if you link your departure to the crisis when, within the company, you have not been asked anything, it means that somewhere there is a problem. Because crisis or no crisis, the company can thank you by compensating you of course (since today it knows what to expect in terms of compensation) as it can keep you despite its financial difficulties.
On the other hand, if you want to leave for personal reasons, because you feel you are "dying slowly", the question to ask yourself is simple: "leave yes, but for what position and for what company?" We know what we are losing, but we have no idea what we are going to gain... These are the questions you need to answer.
And if it's inevitable, what to do?
This being said, the crisis has caused many upheavals and some companies around the world are no longer producing as before. And if these are present in Morocco via subsidiaries or subcontractors, their recessions collaterally affect our companies and therefore, consequently, some jobs must "jump".
If this is the case and if we think that despite the skills we have, and the positive results achieved, it is high time, because of the crisis, to change companies if not sectors of activity, here is the first advice to give: As mentioned above, ask yourself what position you are going to change for, what salary, and especially what kind of company. This last point is important, because if it sometimes involves leaving a company where good managerial practices are "common currency", to go to a company where the boss thinks he is in his "farm" or in his "fiefdom", it is better to stay where you are and wait for the right time to change.
In other words?
You must always weigh the pros and cons. If you have to leave one company for another, project yourself over the next five years and in the sector of activity in which you would like to operate. Find out more about this last case, especially if it is linked to the international economic situation. The Emergence plan can give you ideas if you wish.
Apart from that, you can say "crisis or no crisis", it is high time to review our future projects, to take a kind of "career break". Thus, while keeping your current position, you can imagine a little what you intend to do with your professional life. There is a Chinese proverb, to be meditated on by both employers and employees, and which I am particularly fond of, which says that "When the wind blows very hard, you should not build large walls, but rather windmills". So instead of shrinking back and waiting for better days, if they come!! It would be better to take the lead and imagine, innovate and tell yourself that "the solution is hidden in the detail" and it is this detail that you must find that will make all the difference.
Does the refusal of a salary increase or promotion constitute a valid reason for leaving?
If the refusal of a salary increase or promotion is linked to the economic situation and if the employee is in a structured and worthy company, it would be advisable for him to remain while waiting for better days. I think that it is in such moments that it is necessary to be in solidarity with one's employer. I think that one should not rush, especially into the unknown.
However, if you are in a company that has always been managed in an archaic way and if you feel that you are competent (the results are there to prove it, not the words) and therefore wasting your time, you might as well go look elsewhere.
One piece of advice! Do not leave the company until you have found a job worthy of you and your skills. Negotiating while having a job is not the same as when you are unemployed!!!
What precautions should be taken before signing a contract with another employer?
It depends on the candidate's situation. Is he in a weak position or not? Does he need this job at all costs? Or has he been approached directly by his new employer?
For the first case, it is imperative for the candidate to work and therefore to accept the job offered, so take what there is, while waiting for a very good opportunity. If you are given a leonine contract to sign, fear nothing, sign it and legalize it if asked, because there is in any case a minimum of rights guaranteed by law, not forgetting that the text of public order prevails over any particular agreement.
For the second case, the candidate has been approached either by a firm or by an HR manager or almost by the CEO of the company, then some clarifications are needed:
The first is that the approached candidate, if he is interested in the offer, must be sure of his approach: does he want to leave or not his current employer?
If the answer is yes, then everything is in order and there, he can negotiate. If he is not sure, let him remain professional and decline the offer and thereby allow other people to apply for the position, without overshadowing them, especially if it is a "sharp" profile.
In the first case, the first clause is the one relating to the salary. Normally, the salary is shown gross in the employment contract and may correspond to a net amount, on which both parties have agreed. In this case, the employee must request a simulation of the payslip he will receive at the end of each month. This will avoid many surprises!!! Another piece of advice, you must negotiate a good gross salary that can correspond to a good net salary, because we always base ourselves on the gross salary to calculate contributions and others.
The employee must also negotiate the notice period in case of departure, because you can even be made to sign a notice period of one year. If you sign and legalize the contract, you must respect this period in case of departure. So, it is better to be proactive from the start in order to avoid any unfortunate surprise.
In fine, the employee being in a position of strength, he must read his contract meticulously if possible with the help of an expert, so as not to be fooled. Always meditate on what your insurance advisors tell you: "When you read an insurance contract, never read the guarantees, always read the exclusions!!!".
Published on February 22, 2009
Posted online on February 26, 2009
lematin.ma
