Stage 6: Moving On of The Break-Up Series

13 Jan 2020

It’s 2020 – no more excuses or wasting time. Finding the next career step or employee that brings out the best in you you should not be rocket science. There may be some difficult decisions to be made, but once you have, it’s all worth it! We help you break it down so you’ll never settle again.

Moving On

If you have not read our 6-part #BREAKUP series, here’s a quick flashback before we close with our grand finale: 

  1. Shock & Disbelief
  2. Denial & Guilt
  3. Anger & Bargaining
  4. Reflection
  5. Working it through

As Mandy Hale once mentioned: “Sometimes it takes a heartbreak to shake us awake and help us see we are worth so much more than what we are settling for.” No longer is this a “who is to blame – employer or employee” situation, but a reframing of one’s mindset before plunging into your next career or human capital investment. If anything, remember that:  

  1. Breakups (between employees and employers) are a choice and that relationships end for a reason.
  2. This is the opportunity to sort through your past relationship and figure out how to be better as an employee/ employer and at our careers.
  3. A tough breakup takes us way outside our comfort zones – because the greatest opportunities for growth comes when we are uncomfortable.

Once you have accepted that it is time to move on and you are ready to take the plunge, here are the 3 key points we advise both employers and employees to consider before saying yes to the new job or hire:

  1. Company Culture

    Work-life balance – Flexible hours vs Fixed Schedules


    Finding that sweet spot of work-life balance which you desire is never easy, but it definitely is possible. Work-life balance looks different for everyone, but it starts by knowing what our priorities are. Is staying late in the office a no-no for you because your family is staying up waiting for you? Or would you rather work remotely so you don’t have to be trapped within your cubicle? Being the right fit goes beyond technical skill sets; it is like finding your soulmate. Anyone would want to wake up to a positive, dynamic and great team to plough through the tough days together.


    The struggle is real to provide that work-life balance for your employees. Maybe the dichotomy between producing high quality work and having happy workers is stressing you out. The complaints of your workers having to OT might sound all too familiar. At the same time, the grumbles of that last minute stakeholder request echoes in your mind when you think about work. When it comes to the intensity and the style of work that you offer, the transparency you provide your potential hires will create a higher success rate of finding one that is suited to your work-life balance!

  2. Salaries and compensation structures

    Fixed vs. Commission


    We know money matters, and you know that too! Our jobs are usually our primary source of income, and with rising inflation, how we are compensated definitely has a significant impact on our lives. It’s always a good exercise to do a recalibration of your budgeting every season to gauge your risk-appetite and if you’d need a fixed month-to-month salary. Or maybe you prefer seeing tangible returns directly to your efforts and don’t mind the pressure of extra month-to-month targets. While not all of us can command a 6-figure salary right away, starting on the right foot can make a world of a difference to your motivation levels, and will be the first step to start enjoying your new career. 


    Salaries are important but should never be a deterrent or an eliminating factor. They say money can’t buy happiness and they are right in this context. Do you want to lose a great employee over a couple of hundred dollars (who could potentially save or make thousands even?)? Time is after all, money. 

  3. Progression

    Generalist vs. Specialist


    Career growth is a natural expectation in any given job. Do you dream of becoming a director in 5 years? Or are you in a season of expanding your skill-set and or being exposed to new domains? Whether it is a development in titles, salaries, job exposures, maturity on the job, experiences, etc: progression looks different to every individual. 

    In your next job endeavour, focus and pick 3 specific goals that would bring you maximum job fulfilment. Write these down and ensure you communicate this clearly to your next employer. It’s time to flip the tables – find out how your employer can best support you in your growth journey. 


    Why is it important for you to be concerned about an employee’s career progression? Investing in your employee’s career progression will not only keep them around longer, and it will help them get better at their jobs. Rather than letting someone go again, help employees visualise where they can be in five years time by building a long term plan. By identifying their key potential and setting right expectations, set actionable goals and follow through with them throughout their career. You are an important piece to building the right people for the company’s culture in the long run!