When it's time to move on

Episode 285 · March 12th, 2021 · 1 hr 28 mins

About this Episode

Lukey got a new job. I asked, "How'd ya know it's time to move on?" This is a show about figuring out your place, your role, your job, your career, and your culture. It's about when you know to say "YES" to a new opportunity and when to say "NO", too. Culture, especially in Church Work, can be never tricksy!

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Episode Links

  • 22 signs it's time to quit your job — We've all had bad days at the office. Maybe even a bad week or two. But if you can't remember the last good day you've had at work, it might be time to seriously consider quitting.
  • How Netflix Reinvented HR — Sheryl Sandberg has called it one of the most important documents ever to come out of Silicon Valley. It’s been viewed more than 5 million times on the web. But when Reed Hastings and I (along with some colleagues) wrote a PowerPoint deck explaining how we shaped the culture and motivated performance at Netflix, where Hastings is CEO and I was chief talent officer from 1998 to 2012, we had no idea it would go viral. We realized that some of the talent management ideas we’d pioneered, such as the concept that workers should be allowed to take whatever vacation time they feel is appropriate, had been seen as a little crazy (at least until other companies started adopting them). But we were surprised that an unadorned set of 127 slides—no music, no animation—would become so influential.
  • What It Means to Work Here — It’s the HR equivalent of keeping up with the Joneses: In their quest to find and retain top talent, businesses often try to match competitors’ offers, ensuring that their compensation schemes, health care benefits, training programs, and other talent-management practices are in line with the rest of the industry’s. While this strategy may be useful for bringing job candidates to the door, it’s not necessarily the most effective way to usher the right people across the threshold—great employees who will be enthusiastic about their work and fiercely loyal to the organization and its mission.