Many of us are learning new skills and understanding that our careers might need to change direction. However, if you're working for a company, how can you approach the idea of a career change? You may already be a respected member of your own profession, so a career change might mean all those personal connections with clients and staff may go to waste.
No matter what path you take, it’s essential not to approach the idea of a career change with a negative mindset. To help, these 12 experts from Forbes Human Resources Council offer what they think is the best first step in changing careers or jobs to ensure that you start positively in your new area of expertise.
Members share some important steps to take when you're thinking of switching careers.
Photos courtesy of the individual members.1. Get Feedback From Those Doing The Job
Before putting your hand up for a new opportunity, ask around in the areas in which you are interested in and see if you can solicit some candid feedback from some people who are doing the job you're aspiring to move into. They may even offer to have you shadow them. That is a good way to get a feel for a new opportunity before you go to HR and/or your direct manager with your request. - Dominique Farnan, DotConnect
2. Find Out What Competencies Are Required
First, identify and research the role you want to have and find out the competencies required for that position. Respecting the organization’s culture, speak to your manager about your desire to make a shift. Update your resume as if you were applying for an outside position. If there is no opening, seek an informational interview with the manager of the new area. Be prepared with your pitch. - Darren Kimball, CFA, GetFive
3. Show Commitment To Growth
Show commitment to growth – it is important that an employee can demonstrate external efforts to progress in that direction. They should initially start by doing a skills assessment and seeing any points of discrepancies between their current profile and what is required in the desired role. Independently, they should then begin their journey on building out that skill set. - Sarah Skillin, JDX Consulting
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4. Ensure Success In Your Current Role
The very first step for that employee should be ensuring they can confidently say they succeeded by all counts in the role they're currently in. You cannot expect to move up or around if you did not deliver in the role you were initially hired for. This accomplishment will help successfully drive all internal discussions around what's next for you. - Bryan Passman, Hunter + Esquire
5. Job-Shadow The Employee In That Position
Job-shadow the current employee that is in that position so you know if it's the right fit for you. If, after that, you feel you meet all the requirements to take that position, you should submit your resume to your Human Resources manager. - Melissa Bolton, Perlon Hahl Inc.
6. Find More Mentors Within The Company
The first step should be finding more mentors/coaches within the company and connecting with them. Most employees start with a job search. You want to find a support network that will guide you toward growth opportunities within other groups. This network can guide you on your career journey and potentially refer you to hiring managers as well. - Madhukar Govindaraju, Numly™, Inc.
7. Always Be Transparent
Be transparent. First, share your interests with your supervisor. They may provide you with opportunities you are unaware of and they will keep you in mind for future opportunities. If you don’t have a great relationship with your supervisor, seek out other leaders in the organization or your Human Resources Department. - Quyen Nguyen, American Medical Technologies
8. Sit Down With Your Immediate Supervisor
Internal employee advancement (even laterally) is a great recruitment and retention tool. The first step should be sitting down with the current immediate supervisor and getting his/her advice/insight and approval. The second step (ideally with the current supervisor coordinating) is having the chance to meet with the leader of the area the employee would like to transition to. - Justin Martinez, Solomon Page
9. Look At Your Big-Picture Skill Sets
Look at your big-picture skill sets (influence, conflict management, innovation, etc.), assess and acknowledge what energizes you, incorporate recognition from others as signals of natural strength. Bring these things together and look at internal roles that begin to naturally map to these. Reach out to those who made a similar switch internally, network and gather insight on making the move. - Bianca McCann, SAP SuccessFactors
10. Explain Why You Are Looking For Change
Talent mobility is a great way for companies to keep employees engaged and motivated, so the first step is to speak to someone. If your company promotes open and transparent communication, leadership (whether that be your boss or someone else) can be a great advocate for you. Be able to explain why you are looking to make a change and how the new role aligns with your career goals. - Larry Dolinko, The Execu|Search Group
11. Network Within The Company
Employees should connect with HR and network within the company. HR is often the first to know of any new opportunities in the company, so connect with HR on your areas of interest so that they can help guide you or inform you as soon as something opens up. Reach out to others in the areas you're interested in and set up time to learn more about what they do. - Jessica Sheets, GlobalHealth
12. Visualize Your Future Self
To plan your career path, visualize your future self. Explore job descriptions and the skills and experiences you have today and what you'll need for your future. Once you identify the gaps, you can develop those skills. You should look at your development plan, goals, timeline and gap analysis at least once a year and add to the list. Continue to stretch and, most importantly, love what you do. - MJ Vigil, PEMCO Insurance
