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In a perfect world, you are a part of an organization with a corporate culture that is inspiring and challenging you to grow and develop professionally.  In addition, they are rewarding your loyalty by providing opportunity for upward career trajectory both in terms of scope of responsibility as well as compensation.  In such a perfect world there would be a lack of office politics, and you would advance in your career based on the merits of your work, receiving a well-deserved financial payout in the process.

But this world is rarely perfect!

The truth is that in this day and age, though long-term company loyalty is a valued commodity, the most dynamic and aggressive career advancement happens by leveraging your experience at the right time.  Whether this is a new position within your current organization or a new company, it’s important to have a plan.  In the current age of mergers, acquisitions and financial instability, the employees who value company loyalty more than career advancement usually end up with the short end of the stick.  On the other hand, making career moves too often can also backfire if it appears that an employee is unstable and thus earns the moniker of “job hopper.”

So, if you are one who wants to maximize the most leverage in catapulting your career forward, when should you make your next career move?

Step 1 – Make yourself indispensable. Career advancement is a two way street. If you make yourself invaluable, a smart employer will recognize your contributions and work to keep you satisfied financially and professionally.  If you’re a proven game changer and your company doesn’t reward your talents – there will be other organizations that will.

Step 2 – Set a long term strategy. It’s easy to succumb to the allure of greener pastures when a recruiter breaks the monotony of your day; but, if the timing and/or the career path of another position is not consistent with your long term career plans, better think twice. The best careers are not made of chance lucky breaks, but of intentional strategy, discipline and managing for calculated risk.

Step 3 – Timing is everything. Consider your tenure in your current position. The graph below illustrates the most optimal times to leverage ones current position and make a change.

First two years

Leaving a new job within the first year should be avoided if at all possible.  Unless there are real problems that would justify such a move, it’s best to stay put.  With a tenure of 1 – 2 years, you are still relatively new to not just your position, but the organization itself.  While it may seem that taking advantage of a stronger opportunity at this stage can offer an advantage over sticking it out, the negatives far outweigh the positives.  Employers are always weighing the time and cost of hiring, onboarding and training against a potential employee’s anticipated long-term contribution.  If you have a resume filled with short tenures, future prospective employers may not feel you are worth the investment.  In addition, a move in this early stage, before you’ve made meaningful contribution to your current organization, may jeopardize professional relationships.  Leaving an employer unexpectedly after a short period of time can endanger those relationships as well as your reputation.

Three to Five Years

After 3 – 5 years with an organization, one can begin to stand out to an employer and other individuals within the industry.  In addition, your contributions over the course of your tenure should earn you the respect and admiration of your peers and superiors.  If you feel stagnant in your career and no longer feel challenged, it may be time to speak with your supervisor about a growth opportunity within the organization.  If this doesn’t produce the desired results or you are encountering a problem within your organization that will not likely be fixed, it may be time to branch out and look for opportunities elsewhere that will help your career grow.  Remember your long-term plan and don’t settle for complacency.  At the five year mark, prospective employers are more apt to view you more favorably due to your longevity, particularly if you progressed up the corporate ladder and developed new skills.  Your long tenure points to your dependability and stability – both traits that employers value.

Six or More Years in the Same Position?

Making a career change can have a diminishing return once your tenure reaches 6 or more years in the same position.  It’s hard to project that image of a hard-charging executive on the way up if you’ve been in the same job for 12 years!  On the one hand, if you are satisfied professionally, it may not be worth the risk for you to attempt a move.  After all, change involves pain.  One must learn new people, processes and politics.  In addition, there is always risk associated with any job change.  If the risk isn’t worth the reward to you, you should not move.  However, if you choose to stay, recognize that your long-term career objectives may suffer as a result.  If your career objectives are still important to you, you want to make a move sooner rather than later at this point.

A career change can bring unsettling feelings of the unknown, and the decision should not be made lightly.  If you are satisfied with your current employer and your career is on track, it is generally best for you to remain in your current position.  On the other hand, if you have that nagging feeling that you may be “settling” in your current position, you may want to discuss this with your employer.  If that doesn’t lead to foreseeable opportunities within your organization, it may be time for you to consider your options.  In the event that you do feel that it is personally time for a career change, experts agree that the optimal time to make a change is after 3 – 5 years of employment.  However, ultimately each situation is unique, and only you can answer the old-age question of, “Should I stay or should I go?”