How to determine if your workplace is worth leaving

Welcome to Simply Diversity. This bimonthly letter breaks down key diversity concepts and explains how you can apply them... simply. There are plenty of terms heard ‘round the Internet as we prioritize diversity, inclusion and belonging in everything we do. This newsletter explains what these concepts are, why they’re important, and how to practice them. 

Employees aren’t messing around.

A lot of people — especially underrepresented, undervalued and underpaid people — are on the brink of saying, F@&% this. I’m quitting my job. 

Break it down: 

The Great Resignation is upon us, but the underlying problem is not new. Workplaces have long been toxic. We knew it, but it took a global pandemic to force this problem into the open. 

Many employees (some stats say up to 95% want to quit) are thinking, why am I doing this job? But quitting is rarely simple. Part of you might feel guilty for “giving up.” Here’s what I say to that:

If you’ve been trying to make change with no progress, then it’s time to leave. 

Not every fight is one you can win, and that’s okay. It’s not your job to change your entire company’s culture. There’s no shame in opting out and putting your energy elsewhere.  

Do Something Different:

But you don’t want to go through this again at your next job. What can you do so you don’t reach this breaking point again? 

Most people don’t act soon enough in their jobs. And if you wait it out, your job can become a fight you never wanted to pick. Before it does, there’s plenty you can do:

1. Know what’s expected of you.

Make sure you know what’s expected of you in your role, that you have it in writing, and that you understand how to meet those expectations with the right tools and resources.

I once had a manager who asked me to do a task, then forgot she asked me and got annoyed that I spent time on the task. It was so frustrating! That’s why I emphasize having expectations in writing. And if expectations change, capture that in writing too. 

2. Know and say what you want. 

You can’t be upset with your manager for not giving you that project if you didn’t know you wanted it — or you didn’t make it clear you wanted it. Your manager is not a mindreader! 😉

And if you don’t know what you want? That’s okay! But KNOW that you don’t know, and don’t make it someone else’s fault that you’re not advancing or progressing. Instead, make your position clear: “I’m in an exploration phase, and I want to take on different projects so I can learn” or “I’d like to get into that rotational program or shadow the manager in that department.” Now you’re getting the experience that will show you what you want — so you can get it.

3. Know how to get what you want

Sometimes I get messages that say, “I didn’t get the raise or promotion I wanted because I’m disabled/female/a person of color.”

That may be true — but another truth is that many people don’t get promotions and raises because they don’t know what it takes to earn one. 

If you know you want to advance, it’s your responsibility to find out what it takes. What milestones, projects, improvements and more are required?

Unfortunately, sometimes there’s no clear advancement process in your company. When that’s the case, don’t let your manager put you off with vague promises to “take care of you.” Request specific information to achieve your goals. If you really can’t get it, your talents will be better rewarded somewhere else. 

Do you have a story of quitting your job? How about self-advocating to your manager about what you wanted, and how to get it? The example I shared above is true so I’d love to hear your stories in the comments.

About Stacey Gordon and Rework Work:

Stacey Gordon is Executive Advisor and Diversity Strategist of Rework Work where she and her team coach and counsel executive leaders on DEI strategies for the business, while offering a no-nonsense approach to unconscious bias education for the broader employee population. Stacey’s unconscious bias course has consistently been the second-highest viewed course on the LinkedIn Learning platform and it has also been translated into at least four languages. You can find Stacey’s book, UNBIAS: Addressing Unconscious Bias at Work, at Amazon, Barnes & Nobles, and wherever books are sold.