1. The internal fresh start
A new role, a new project or a new department – all within the same company. This is often an underestimated option. You retain your network, your knowledge of the business and your expectations, whilst taking on new responsibilities.
– Who is this for: If the environment is right, but the role isn’t anymore.
– Risk: Old perceptions follow you; you remain ‘the one from the old team’.
– Clarify beforehand: Is there a vacancy in a new department? Is there a new project within the same team? This needs to be clarified. In large companies, there’s often a set process for internal applications.
2. The traditional move
New role, same professional field. The most common route and the one offering the best negotiating position, as your experience counts for a lot.
– Who’s it for: When the job is a good fit, but the culture, leadership or prospects within your current company are lacking.
– Risk: Same sector, same patterns; the frustration sometimes follows you. And there’s a risk that you might not like it at the new company after all.
– Clarify beforehand: Check your notice period, holiday entitlement and overtime at your old company. Review the new employer’s draft contract before you sign.
3. Changing sectors
Same skills, new territory – for example, moving from manufacturing to the non-profit sector. Your skills are often more transferable than you think; the key is to describe them in the language of the new sector.
– Who is this for: If you want to change your purpose or the culture, not your trade.
– Risk: Salary levels and practices differ; sometimes quite significantly.
– Clarify beforehand: What are the standard practices in the target sector regarding pay, working hours and pension provision? Find out exactly what’s involved so that you don’t simply accept everything you’re offered.
4. A fresh start in part-time work
More breathing space through a reduced workload, without turning your whole life upside down. The time you gain creates scope for further training, family, health or building a second source of income.
– Who is it for: If the problem isn’t the job itself, but the time commitment.
– Risk: The same work in less time. If you’re working reduced hours at the same company, part-time work requires a clear reduction in responsibilities, not just a reduced salary. This is a trap you could easily fall into, particularly with the ‘trust-based working hours’ model.
– Clarify beforehand: The implications for your pension fund and social security contributions, as working reduced hours can prove costly in the long run.
5. A radical career change
A completely different profession, returning to work after a break or following a health crisis. This is the boldest path and the one that requires the most preparation.
– Who it’s for: When it’s clear that things cannot continue as they are.
– Risk: You’ll often start at a lower salary level; retraining costs time and money.
– Clarify beforehand: Funding for your training, a transitional budget for six to twelve months and a realistic Plan B.
In any case, it’s worth weighing up your options carefully. What type are you and what are your career goals for the coming years?
