The Work Clinic

Joe Calloway, author of Work Like You're Showing Off
This is a classic case of, as the Clash put it many years ago: "Should I stay or should I go?" My advice would be to stay, because it is likely this won't be the last job assignment in which you find yourself feeling frustrated with the nature or the pace of the work.

If the pace of work is slower than you like, then you most likely have some spare "thinking time" that you can put to use. Make this a case study for your career. How can you turn the slow pace into an advantage?

- Explore potential innovations that could benefit the organisation.
- Unilaterally expand your job description. Take on duties or responsibilities that will contribute. Do it with approval, of course, and respect the lines of authority and territory.
- Do research. There's nothing better than a slow-paced job to provide the luxury of time and space to do research.
- Be creative. Imagine how you might complete the sentence: "If only I had a slow-paced job I could ..............."
- Explore 'inside the box' improvements. Look at how the organisation operates down to the smallest detail. Where is there room for improvement in the basic delivery of services?

If none of these suggestions cause even a slight interest or sign of relief then go the other way entirely. Quit the job. Sometimes situations come under the heading of 'life's too short'.

Jo Causon:

Firstly, don’t under-estimate your ability to shape and influence your job role. If you speak out now about the problems you have been experiencing, both you and your organisation will have the opportunity to make the changes needed to improve your enjoyment of the job.

You say you are finding the pace too slow, so why not discuss solutions to this problem with your line manager as a first point of call. There must have been reasons for accepting the position in the first place, so what elements of the role have not met your expectations over the last three months? This meeting also offers the chance to give suggestions on how you can broaden your responsibilities. Perhaps you could propose a new business initiative to improve HR processes which you could manage. This does not have to be a major change, but something that benefits the HR team while, at the same time, improves the scope and challenge of your role.

Your line manager has a responsibility to ensure that you are able to perform fully in your role, but if you fail to receive the support you need it is worth escalating the issue to a higher level. Ask for some time with your department director to discuss your ideas and how they can be put into practice.

It seems from your query that your decision to move from the NHS was financially motivated. Research by the Chartered Management Institute shows that more managers are driven by a sense of purpose and achievement in their work than money. With this in mind, identify the areas of your job where you get this sense of achievement. Perhaps you thrive on helping others in the organisation develop, or perhaps achieving praise and recognition of the work you do motivates you. When you have identified what drives you, you can focus on developing areas of your role where you achieve this sense of achievement.

If, after taking these steps, there is little change and you are still unhappy, you should consider seeking a new position. In the context of the current war for talent, there are many organisations that would welcome candidates with your drive and ambition. Having spoken to your manager and director and highlighted the problems you are facing to no avail, the organisation will have no reason to question your reasons for looking elsewhere.

Steve Miller:

Kelly, my advice is that you stay where you are for the time being. Often the pace can be frustrating but if you have moved from the public sector to the private sector it is essential you show staying power. All too often it is actually the public sector that is perceived as slow, indecisive, and dull. In my opinion HR departments in public sector organisations are way behind private companies and you will gain far more hands-on practical HR experience where you are.

Try asking for a few more tasks or projects. For example, perhaps the recruitment process needs reviewing or you could volunteer to sketch out the project plan for identifying and managing training needs. Show willing and don't be afraid to ask for more. Another idea is to make links with schools and promote the business as an employer of choice.

For now enjoy the learning and the change issues facing your business. In terms of timeline I would advise you get at least 18 months on the CV with your current employer.