Should I Stay or Should I Go? How to Know When It’s Time to Leave Your Current Role
Theme: The Clash- Should I Stay or Should I Go?
You’ve been in your current role for a while now. Maybe you started fresh out of college, learning the ropes of your industry and how business really works. Or maybe you’re a seasoned pro with years, maybe decades of experience under your belt. You've built relationships, led projects, and put in the time.
But lately, you’ve felt that tug. That quiet whisper of, “Is it time to move on?”
No matter your background, tenure, or industry, one thing is consistent: change is constant. And part of navigating your career like a pro is knowing when to grow in place and when to go.
Why Are People Leaving Faster Than Ever?
Sure, money plays a role. You get a recruiter phone call or message, and suddenly you’re looking at a 10%, 20%, even 30% salary bump. In today’s market, jumping companies is often the fastest way to grow your paycheck. Sometimes, it’s an economic necessity. But that’s not the whole story.
The real question is, What have you done with the time in your role?
Have you deepened your skills?
Led meaningful projects?
Grown your influence?
Or has it been three years of rinse and repeat, doing the same work as year one?
According to the U.S. Bureau of Labor Statistics, the median job tenure in 2024 dropped to 3.9 years, the lowest since 2002. Younger workers (ages 25–34) average just 2.7 years. Why? Because people want growth, challenge, and purpose and they’re willing to move to find it.
It’s Not Always About the Manager, But Sometimes It Is
“People don’t quit jobs, they quit managers.”
Yeah, we’ve all heard it. And while there’s a lot of truth there, the modern workplace is more complex.
What happens when you’ve hit your goals consistently and you work up a plan to ask your manager for a raise or promotion, and you’re told you missed the window or to wait for the next cycle? These are yellow (or red) flags. If managers can’t advocate for your growth or worse, if they say the quiet part out loud, like “You’ll have to leave to grow” it’s time to take control. The frustrating truth is sometimes the budget isn’t there until you turn in your notice. There are countless examples of found money in budgets once a resignation is given.
Sometimes It’s Bigger Than Your Boss
Not all exits are about your manager. People leave because:
Industry shifts are underway
Senior Leadership is turning over
The company culture is changing
Growth is stagnant
The vibe just feels off
Watch for the signs: respected leaders leaving, projects drying up, or a lack of vision. These are signals, not coincidences.
I once worked at a company where morale plummeted. A senior HR leader told me, “If you want to grow your career, you probably need to leave, as we historically don’t promote from within and prefer external talent.” This is a terrible practice, and was the green light and reality check I needed!
What Can Companies Do to help retain talent?
Not every company can throw out big raises and bonuses. But there are plenty of low-cost, high-impact ways to engage your people. The key? It’s not just what you implement, but how you roll it out and sustain it. I’ve seen well-intentioned programs launch with excitement, only to fizzle out due to poor execution or lack of follow-through.
Here are a few proven strategies that, when done right, can go a long way in keeping your team engaged and invested:
Job Rotations
Let employees explore new functions or teams
Keeps work dynamic and builds cross-functional knowledge
2. Job Sharing
Two people split one role for better work-life balance
Retains talent and encourages collaboration
3. Stretch Assignments & Special Projects
Give people a chance to shine beyond their day job
Builds trust, visibility, and leadership skills
4. Peer-Led Learning & Knowledge Swaps
Host “lunch & learns,” skill sessions, or team spotlights
Promotes a learning culture without extra cost
5. Internal Mobility & Career Pathing
Help people plan a future inside your company
Even without a title change, career mapping builds loyalty
6. Recognition & Appreciation
A simple shoutout can mean more than a gift card
Public, authentic recognition is a game-changer
7. Flexible Work Arrangements
Remote days, flexible hours, or 4-day workweeks
Flexibility is currency when budgets are tight
8. Global or Cross-Location Assignments
Give high-potential talent exposure across regions
Broadens perspective and shows investment
Yes, International assignments can be costly, and may be reserved for key roles, top performers, and as part of succession planning. However, how you manage the program is critical.
There is a wonderful platform and book by Beverly Kaye and Julie Winkle Giulioni called Help Them Grow or Watch Them Go! The book focuses on how frequent and information conversations create stronger engagement and trust. It’s okay that managers don’t have all the answers, but asking the right questions is key. Once employees feel they are being invested in and see a future, they tend to stay. I highly recommend this book!
Final Thoughts: You’re the CEO of Your Career
Over the years, I’ve worked with incredible managers, some who gave me stretch opportunities to grow, others who quietly encouraged me to explore external paths when they knew internal limitations. I’ve carried those lessons with me.
If there’s one thing I’ve learned, it’s this. No one is coming to hand you your next role.
You’ve got to:
Be strategic
Speak up
Deliver results
And keep your circle strong
One way to do this, is to ensure you surround yourself with your personal “board of directors”, mentors, peers, truth-tellers, who will challenge you, cheer for you, and keep you grounded. I have had a wonderful group of people for years that know who they are, and I return the favor as well. They play a key role in helping you understand potential blind spots or areas to grow.
So... Should You Stay or Should You Go?
Only you can answer that. But if you’re not growing, not feeling seen, or just going through the motions, it might be time to listen to that voice in your head. There has been a saying for years,
It’s not disloyal to grow. In fact, growing your career are the traits of being a true Rock Star in your career!
