I talk about this when I am working with pay negotiation clients. For example, when an employer makes a job offer and the pay is so under market that you cringe, it is time to consider walking away.
And low pay plus red flags like an employer that is struggling to find a competitive advantage or learning that several executives have left recently can add to your confidence that walking away is the right decision.
There are red flags I look for when I am talking to employers who want compensation work done. I look for slow decision making, a small budget for a large project, and a lack of an ability to influence other decision makers within the organization.
When I was an employee, there were two times I left a job without having another one lined up. Both times it was because I was in a work environment that was toxic. I couldn’t trust my manager, my ability to influence decisions was low, and I was miserable.
Every Sunday night I was over thinking, anxious, and not looking forward to the work and the people I would be interacting with over the next week.
We all have a walk away point. Too often I see it undefined until the person is miserable and then looking backward, they realize that the walk away point or line was crossed a long time ago.
Define your walk away point when you start feeling miserable. Our feelings and emotions are a guidance system. They tell us when we are getting our needs met or not getting our needs met.
It is empowering to clearly define boundaries and the actions you will take when they aren’t respected.
And if you are wondering what I mean by needs, review the image associated with this post. What needs are being met, and which ones aren’t? If you are in a relationship or work situation, that is causing misery and distress define your walk away point.
And don’t collect those red flags.
What red flags have you experienced that caused you to walk away?
#walkawaypoint #boundaries #leadingyourself #hr #humanresources #paynegotiation #compensation #leadership #workenvironment #culture