Hello Everyone,
About six months ago, I accepted a new position with a large company. I have come to realize that I am not a good fit for the company. The culture of the company and what I am used to do not mesh.
I am a policy and procedure type of person, a High C. The company is a fly by the seat of the pants, get it done type of company. There are no set policies in place and when I have tired to implement some the effected employees state that this is not how it was done in the past and they complain, and my changes are disregarded.
This being said, I have quickly become unhappy with my new company, and find myself not giving 100 % effort, which is not right or fair to myself or the company. They are paying for something which they are not getting, and I am having a increasingly hard time getting motivated to do what they are paying me for.
This being said, I believe the right thing for me to do is to start looking for new employment. My question is, how would I best answer the question during the interview stage without a potential new employer feeling I may do the same thing to them.
I have already started a transition plan, documenting what I do, where I get the information, what my staff does etc.... I am not looking to leave my current company high and dry.
Thanks in advance for any help / advice that is offered.
Changing jobs after just six months.
How about saying something like: "I am a policy and procedure type of person. The company is a fly by the seat of the pants, get it done type of company. I am looking for a company where my strong focus on process will be an asset."
Alternatively, is there someone in your current company who might want a policy person? Often "seat of the pants" companies know they need help and if you find the right person, you can be their balance.
John
Changing jobs after just six months.
BLUF: Unless there's something illegal, unethical or dangerous going on, you CAN'T decide to leave a job after six months without raising legitimate concerns in the minds of hiring managers.
Hi - sorry if this comes off as critical when you're looking for support and advice, but I was struck by your admission that you're not giving 100% effort.
To play back what you wrote: you're six months into a job, you've made some process recomendations that haven't been accepted, and now you find yourself not motivated to give 100%.
It's great that you acknowledge that it's not right for you not to be giving 100% - and starting to look for another job [i]might [/i]end up being the right thing to do. But it sounds like you're giving up awfully easy.
Which brings us to your question: how do I discuss this in interviews? I guess the first thing I'd be looking for if I were the hiring manager is if this fits into a pattern (I don't know your work history, so I don't know). If WERE motivated to interview you and maybe then consider you, I'd probably want to talk to your references, because I might have to talk myself into taking a chance that you're not going to give up on ME in six months...
You might be able to overcome those concerns (everybody makes mistakes...), but you need to realize the consequence of your action is to create those concerns.
My advice:
Unless there's something going on here that's illegal, unethical or dangerous, stay. Accomplish things that benefit the business and give you new skills, experience, or self-knowledge. Only then can you make a positive case to a hiring manager.
Changing jobs after just six months.
Hugh, I had the same reaction when I read the original post. Six months is just too soon to give up. And it would raise a large red flag to interviewers.
hhfd77, can you give it a year before you start looking? Suck it up, and fit in. Keep trying, but don't keep trying the same thing, the same way, every time. For the next six months, think about what you did that had bad results, and what you can do differently to try to get the results you want. If you are sure your policies and other changes are what's best for the business, how can you present them to your directs in a way that will get their buy-in, rather than their distain? (Hint: if you haven't downloaded the DISC cheat sheet, go get it!)
Also, I have to say - as a C type, is it possible that after only 6 months you really have enough data about the new company's [business, people, politics, culture, history, and current procedures] to make an informed policy decision? Could it be that there are factors that, being so new to the company, you aren't aware of, which are causing people to reject your recommendations? What are they? Wouldn't it be interesting to find out what makes these people tick, so you can show them how to improve their business by adding a little definition and process? How can you solve that puzzle if you're gone, off to a more comfortable role where everybody is going to automatically agree with you?
Even if it kills you on the inside, six more months of struggle at a job you don't love will at least give you a solid year at the job, and your resume won't have such a huge, flashing, red light on it when you send it around. And, it could end up being supremely satisfying if you are able to solve the puzzle and find ways to get these folks to adopt a bit more process for their own good. On the other hand, if you leave now, be prepared to defend your quick retreat on interviews (if you even get to the interview stage) for the next 5 to 10 years.
Changing jobs after just six months.
I have a view point relevant to the other party here: the company where you work.
It is "easy" (alternative read: efficient) for any team to look for people that think alike. Easy, but not effective. Disagreement in teams can be a very effective way to be prepared for changes which are bound to happen in an unsure future situation.
An effective team should be built on different people.