A follower of this blog raised the following question.
I recently changed my job. Getting settled in has been a great challenge for me because here, (the new company), it is a completely different environment from where I came from and as I speak I have completely lost interest in the job 3 months down the line, what should I do?
It occurred to me that so many people are faced with the challenges of fully integrating into a new work environment, be it those changing jobs with a lot of experience or fresh graduates who are being introduced into the workplace for the very first time. Truth be told, sometimes the job change decision might be the best option, the recruitment process may be perfect, the selection tools might be appropriate but if the job transition process is not given detailed attention to and the onboarding processes properly done, the so-called best fit might end up being a misfit and a series of frustration will set in for both the organization and the employee.

Some years ago, the firm that I worked for had recruited a promising young lady to work for a particular client; we had followed due process, ran necessary pre-employment tests and carried out a psychometric evaluation in assessing the suitability of the applicant. Upon presentation to the client in additional with about five other applicants from other agencies, the client had no option but to settle for our candidate who was seen as the most preferred among the recommended candidates.

She was given an offer and assumed the new position with a lot of excitement, hope, and expectations and because the client did not require our involvement beyond recommendation, we were paid and continued to maintain a good working relationship with the client. About four months into the employment we spoke with the lady and noticed dissatisfaction in her voice complaining of being redundant and totally dissatisfied with the work culture and environment.

Upon further inquiry, we noticed that she was moved to a job role that was not demanding, that did not allow her showcase her creative ability, she was not the type that just sits somewhere without wanting to get involve and create solutions. To cut a long story short, she resigned after 7 months on the job.
In this article, I will be talking about how to have an effective job transition for those who are stuck in the wrong job or job they dont like and intend to transit to another job or career path, those who recently changed job and would like to make the best of it. And lastly, I will address issues that bother on onboarding processes and how organizations can support their staff to ensure that they derive job-fulfillment and the organization gets maximum productivity from the workforce.


Job change, job transition or career change is that well thought-out, conscious decision, aimed at reinventing, redefining your working identity with the hope of deriving better job-satisfaction, rendering more value to the organization and being pleased with what you do.
Job change will fall under the following areas,
1. Transiting to a new career other than what you have been doing. For example, a qualified accountant who decided to move away from accountancy to ICT or programming
2. Returning to paid employment after a long absence either due to voluntary exit or unemployment
3. Moving or transiting into a leadership position
4. Transition necessitated by loss of job or redundancy
5. Transition necessitated by dissatisfaction with current job position
6. Change of job due to termination
It is important to note that job change involves some amount of risk-taking, hence, it should be given due consideration. It involves expecting the unknown, exposure to new corporate culture, people, procedures, and processes.
It should also be taken into cognizance that no organization is perfect and it is utopian to expect a completely perfect organization. In the words of Liz Ryan, There are two speeds in the business world: slow, and fast. Some companies are slow, and others are fast So, if you are a fast pace worker and find yourself in a slow organization you will need to reduce your speed or get frustrated and if you are slow and find yourself in a fast-speed organization it could lead to loss of interest and inability to keep pace.


Having interviewed job applicants especially moving professionals, I have come to following conclusion on the reasons why people change jobs.
• A desire for a better condition of service. This will include the need for an accommodating work environment, better remuneration and opportunity for career development.
• A desire to gain new experience and keep in touch with changes in the industry and the world in general. Successful professionals do not like to get stuck in employment that doesn’t provide them with the opportunity to gain new experience and workplace exposure.
• The desire to accumulate new learning and prepare for life after work. We have seen that most career-minded women give this reason as one of the major factors for job change because they would like to balance work, family, and comfort.
• The desire to step up the corporate ladder. It is common sense that you cannot rise above your immediate boss unless he or she leaves, hence, the only solution is to move elsewhere and negotiate for higher responsibility.
• The need to redefine value and reinvent ones career. Having gained experience on the previous job, people look for a new avenue to showcase their new ideas and proffer the solution that is more acceptable and valued. Staying on a particular job has been assessed to breed mechanical work pattern and rigidity.
You can read more on Employee’s exit Management


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