August 25, 1997

Look At The Big Picture Before You Resign Advisers say honesty is the best policy, but don't rush into a decision Q: I recently accepted a position with a new company as a development team leader. During the interview process, I was told the application area I would be responsible for was "in a real mess" and I would need about six months to get it under control. Having been here about four weeks, I'm guessing that 12 to 18 months will be required. Also, I don't see a real commitment from management to provide adequate resources. With my skills and experience, I can easily get a better job. How do I present my situation to prospective employers, and when I find another job, how do I tactfully leave? A: Honesty is the best policy, our experts say, but make sure you really want to leave first. "Simply tell the truth-that your current position was not `as advertised,' and that you believe your opportunity to make an impact is limited," says David Mather, managing director at Christian & Timbers, an IS recruiting firm in Cleveland. "Making a mistake in job selection is unfortunate, but identifying the constraints early and acting on them is a sign of balanced business judgment." When you resign, he says, a short letter to your manager announcing your resignation and last day will be sufficient-you don't have to explain all the factors behind your decision. M. Victor Janulaitis, CEO of Positive Support Review, an IT management consulting firm in Santa Monica, Calif., says that if you're going to leave, do so as soon as possible. "That way, it's easy to say you don't have a good fit with the organization." Don't try to be a white knight, says Susan Yule, a VP at IT staffing firm Eliassen Group in Wakefield, Mass. "Part of the attraction to the job was the chance to come in and be a savior," she says. "Watch out for this tendency. You could set yourself up as a fall guy. Leave immediately." Beverly Lieberman, president of Halbrecht Lieberman Associates, an executive search firm in Stamford, Conn., urges you not to be in too much of a hurry to leave. "Rather than quit, you should discuss your concerns with your boss, then co-develop a game plan for fixing the problems. It could be a major feather in your cap if it works." Q: I'm a young network/system administrator who's become embittered toward the "old boys" in the industry. They haven't updated their skills and their lack of expertise results in a lot more work for myself and a few colleagues. Is this scenario common in IS organizations, or did I just choose the wrong employer? A: Working with "old boys" who aren't up-to-date technically is a common problem, says Lieberman. Her advice: "Find another job where the management group is more up-to-date, or sit down with your boss and develop a game plan for staying current." Janulaitis says unequivocally you're at the wrong company." Organizations and individuals that are 'movers' will always understand what new skills are needed, will get them, and will implement them." However, Yule thinks you're going too fast. "Your skills, though current technically, are by your own admission, unseasoned professionally," she says. "Every professional has experiences; you can learn from the bad ones, too." Mather warns that you've got to remember to look at the big pictur e and not get caught in a "generation gap" issue. "Remember, it's not senior management's role to understand 'to the byte' the latest in technologies," he says. "Remember that senior management has a lot of issues to examine before making decisions. If you consistently don't understand or like their decisions, then perhaps this isn't the right organization for you." In a career quandary? Send your questions to iwcareers@cmp.com . Back to Careers Send Us Your Feedback Top of the Page

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