Job Fatigue? Is now the time to start planning your 2022 move?
- September 30, 2021
With the clocks now set back and the darker nights creeping in over the winter period, the final quarter of the year is here, where many businesses and individuals will be making firm plans for the following calendar year, setting budgets and agreeing business objectives. And for many, with an average three months’ notice period across the industry – consideration of the ‘c-word’ is also likely. Not ‘christmas’ per se…but career – what it looks like and where it is heading in the new year.
The so-called mid-career career blues happen to everyone at some point or another – and it can often be for a number of reasons…
You have outgrown the position
One of the most common reasons legal professionals cite as a reason to leave their current position is around progression – or more specifically, lack of opportunities at their current Firm. Often, a lateral move within the firm is one viable route that, whilst perhaps offering a similar overall remuneration package, does provide the individual with the chance to expand their skills and professional network. Quite often a lateral move can provide a revised career path that still gives that individual chance to develop and learn about other areas of that business, and in turn raises the status of that employee and their broader influence internally.
However, this is not always possible either due to the size or structure of the Firm in question, or because of the current practice area that individual operates in. If the role no longer provides opportunities for the growth you seek in your career and there isn’t an obvious path to promotion, chances are finding a new opportunity elsewhere may be the only option to further advance your career. Before making that leap, it is always time well spent to review the market for opportunities, particularly if this is the first time in a few years you find yourself looking for those greener pastures. Ensuring that the firms and roles you look at do offer clear paths for progression and advancement is key for ambitious individuals.
Recruitment agencies have a vested interest in understanding the sector in which you (and by extension, they) operate, and because of the trusted position that they have with Clients, they will undoubtedly be able to offer you market insight, practice-specific guidance as well as trends and activity they are experiencing in the recruitment cycle. It is always worth enlisting their help at an early stage to get that birds-eye view of market trends and movement, as well as the inside-track of Firms in your area.
You are looking for an increase in remuneration
If the driver for moving is monetary, then it goes without saying that the first step should be to explore the option of a pay review at your current firm first. Whilst few individuals relish the thought of having those perhaps awkward conversations around money, it is important to see where the land lies first, even if that is to sense check the Firm’s position ahead of a diarised salary review later in the year/early next year. It is important to head into such conversations realistically and professionally – can the Firm afford the figure you have in mind for example? Have you got clear reasons why the review is justified, based on performance perhaps or the value you have brought to the business? Building a strong business case here is important – as is knowing your value and worth in the wider market.
This brings us to the second point – researching your market value. Understanding the current average or better still, range of salaries for similar roles in the market is crucial, especially if conversations around a pay rise end without the desired resolution and your hand is forced to look elsewhere. Recruitment agencies undoubtedly add value here with live salary data and wider benefits packages on offer for active jobseekers.
However sometimes the only way to achieve your salary expectations is to talk with your feet and look at other opportunities in the market where they can be realised. It is a perhaps unfortunate reality that pay increases tend to be more significant upon a move (as opposed to an internal promotion) so doing your due diligence early on will pay dividends so you have a realistic view of what those next steps look like.
You are looking for more work/life balance
Long hours and demanding workloads within the legal profession are much documented and prevalent still it seems according to a recent survey by legal charity LawCare whose research concludes that the profession as a whole is “stressed, anxious, tired’ and ‘at risk of burnout’.
Whilst changing job roles may not necessarily negate all of these, the landscape of work has altered significantly due to the pandemic meaning that the likes of hybrid and home working models increased exponentially which for many has helped to strike a balance between work and home life. Whilst this won’t be the case for everyone (and ongoing research into the challenges these working models bring is still prevalent in the media) conversations around flexi-, agile-, home- and hybrid- are much more commonplace, as are legal job roles offering such work arrangements. In fact, a poll we ran a few weeks ago, indicated that only 26% of legal professionals currently work exclusively from their Firm’s office, and whilst it is perhaps too early to say whether this will increase as we move through further stages of the pandemic, for job seekers who are looking for those opportunities, there has never been a better time to engage with Firms who have adopted such arrangements on a more permanent basis.
There are many other reasons of course that trigger that early decision to start looking for new opportunities. The reasons may be complex, and numerous, yet it is often not a decision that is taken lightly. According to Microsoft’s Work Trend Index, and the anticipated ‘Great Disruption’, 46% of the global workforce are predicted to leave their current employer this year – with many starting that planning now to factor in longer notice periods. Employee expectations around how, when, and where they work are changing and as clients continue to compete for the best talent, arguably it has never been a better time to make the leap.
If you would like to speak to us confidentially about market conditions, opportunities in your practice area or geographical region, or if you are actively looking for a role and would like us to help give you that competitive edge, we would love to speak to you.
Click here to speak to one of our experienced Legal specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.