Starting a new job or a new role within your company is a challenge. There are new people, new hierarchies, new tasks, new terms and new conditions. Those first few days or weeks on a job until you get your footing can be tough, and everyone’s always happy to reach the stage where they feel well-adjusted and a part of the team.
Congratulations, you’ve learned to manage well in your new job!
When you start to feel that you’ve finally adjusted to your new job, you probably start to believe that you have comfortably acclimated yourself in a new organisation or position. It is important to experience a sense of belonging in the new job position, but that doesn’t mean that one should become excessively comfortable in one’s job.
Gaining experience through clocking up more and more days, months and years of professional working time develops a motivated working woman. This leads to professional growth, which is an essential element of every successful individual’s life.
Professional growth occurs when a certain level of discomfort in your job causes you to take innovative approaches. You can produce ground-breaking results after professionally developing your skills and expertise. Therefore, it’s counterproductive to become excessively comfortable in your job.
Excessive comfort decreases the gain in the number of new experiences you confront. A decrease in new experiences lowers your rate of professional development, thus reducing your professional growth.
Signs that You’re Feeling too Cosy in Your Job
The first common sign that you’re too comfortable is when you reply, “It’s impossible to do this!” when asked to manage responsibilities that are unfamiliar to you. A motivated working woman wouldn’t react that way.
In fact, you’re expected to work harder and show increased effort to fulfil any responsibility that you’re assigned. Isn’t this what you did when you were new to the job? Such a reaction of rejection from an employee indicates to the supervisor that the employee is lethargic. Consequently, you’ll gain a reputation for being too unreliable to be assigned the most highly rewarded, important tasks.
Moreover, it is important to acknowledge that an employee would only be offered a responsibility that the supervisor would consider to be within the employee’s capability. This means that your supervisor believes that you’re a person who can ably handle the responsibility. If this doesn’t convince you to get you motivated, it’s time for a change.
The next sign is a holding back from striving for the ultimate result and being content to settle for the most convenient solution. Most new employees push their organisation and themselves so that the best possible results can be obtained.
However, in the case of an overly comfortable situation, employees think less critically and express themselves less often in order to finish the day and go home earlier. These actions will exhibit a certain disinterest on the part of the employee, which in turn can lead to very few or no promotions – and even dismissal from the organisation.
Another sign is when employees cease looking for better jobs. They stop participating in networking events, updating their career information and checking for new online job posts. Networking is extremely important for building connections with the individuals who can contribute to your career enhancement.
By not practising some outreach, an employee would miss out on more illustrious job positions that might provide better salaries and bonuses. Most importantly, if there is a layoff at your organisation or you are discharged from your job, you’ll face some difficulties in getting back on your career path.
The final sign is feeling perfectly OK with your monotonous daily work routine and professional responsibilities. This leads to decreased motivation and undermines hidden skills and potential. This lack of motivation can ruin your job performance. The biggest disadvantage here is that others may get a sense that your abilities are limited, bringing your career to an abrupt halt.
Step-by-Step Strategy to Truly Determine if You’re Feeling Too Cosy in Your Job
After recognising some of the small but crucial symptoms of being excessively comfortable in your job, you should implement this step-by-step strategy to put your finger on the situation and decide if there is a need to take action. The first step is to determine if the reason for being excessively comfortable is caused by you or your work environment.
The next step is to figure out your top priority. Is your strongest priority actually supported by being excessively comfortable in your job? The final step involves looking at the big-picture job market. Is the situation similar for employees in other organisations? Will taking life-changing decisions to change your excessively comfortable situation do you any good?
Actions to Take if You’re Feeling Too Cosy in Your Job
If the reason for your excessive comfort lies with yourself, you might like to have a discussion with your supervisor. The supervisor may be able to assign an employee to managing responsibilities that are more challenging.
Remember that by being a motivated working woman, you can experience great professional growth in your career. If you’re still not sufficiently stimulated, even with new responsibilities, it might be time to take a risk. Krista Bourne, the president of Houston Gulf Coast Region at Verizon Wireless, advises that risk is the ultimate solution to prevent becoming excessively comfortable in a job.
Taking a risk in this case might mean getting a new job, working from home or starting your own business. How or if you choose to take a risk career-wise depends on your step-by-step strategy outcome. For instance, a move from your excessively comfortable job may not be good for your career if you don’t have the right skills for the job market or if being jobless for a while will put financial pressure on your or your family’s lifestyle.
She was nominated and selected for FORTUNE Most Powerful Women conference in 2016 (Asia) and 2015 (San Francisco, Next Gen).
Anna has 10 years of experience in the financial sector and is currently a Director in Tera Capital. Her previous work experience includes positions at Citigroup, United Overseas Bank, a regional role in Business Monitor and a boutique private equity firm based in Shanghai. She graduated from Singapore Management University (Finance and Quantitative Finance).