Stuck in a Career Dilemma: Should I Accept a New Job with a Slight Pay Increase or Wait for a Promotion?

I need a suggestion from you. I have been working in a company for the last 13 years, and my present designation is Executive - Personal & Admin Department. Initially, I joined as an Assistant in the Purchase Department. Later on, I was transferred to the P&A Department. My present CTC is only 2.41 lacs. Recently, I completed my MA in HR and MBA in HR. I have attended interviews in two big companies. They have rejected my profile since my age is 39 years, my present designation is only Executive, and my present CTC is only 2.41 lacs. I have explained everything about my company's policy, but I was rejected. Now my company position is not well.

Our management is asking me to wait for another 2 months. Now I got an offer from a big company as Asst. Manager - HR, but CTC is only 2.65 lacs. I discussed with my management regarding my designation. I requested him to give me the designation as Asst. Manager - HR, then I can wait 6 months also. If anything happens to the company, easily I can get a good job in any company. But he is not ready to give the designation. He is saying that if they give the designation, another person who is working in another department will feel bad since he has been working for 15 years (but his qualification is B.Com). Now, what should I do? I want to join that new company. Is my decision correct?

Since the company's position is not good and you have worked for 13 years, it is better to switch over.

Regards,
Kamesh

I agree with Kamesh's view. You should consider moving if you have an opportunity elsewhere. However, make sure to obtain an offer letter before submitting your resignation and also review the new company's policies and procedures. Money and designation will come automatically with your efforts, but ending up in the wrong place could lead to trouble. Therefore, be patient, thoroughly examine the new company's details, and if everything checks out, then please proceed with the move.

Regards, Harpreet

Subject: Re: Leaving Organization

Hi Mr. Ganesh, my suggestion to you is that you have been working for the past 13 years. I think you are familiar with the company's situations, positions, and growth. Therefore, you may assess the future of the organization you are working for and organize your thoughts accordingly. Ultimately, you can demonstrate your efforts to your company, which will bring you benefits and advancements. This is only my suggestion, which I believe is in your best interest. Please consider following this advice.

Regards,
Velu. S

Dear friends,

Thanks for your suggestion. I have already received an offer letter from the new company and submitted my resignation. I inquired about the company policies, and they have some strict rules. Regardless, I am willing to adjust there for one year and face any challenges. One thing confuses me: why is my current employer comparing me with another employee who lacks qualifications and smartness?

Ganesh

I agree with you, qualification doesn't matter. One example I would like to share with you that happened in my company. I was appointed as a Coordinator in January 2011 for an important activity, and our employer promised me an allowance for that particular activity. After 5 months, he informed me that he didn't want to pay because if my salary increased, another person would feel bad. Is this correct?

The main problem with that employee is that he works until 10:00 PM because he doesn't have computer knowledge. He does all his work manually until late hours, which has affected other coworkers. The employer thinks he is a harder worker than others. I tried to discuss this with the employee, but he is not listening to me. I wanted to recruit one more person in that department, but it didn't work out.

What I am saying is that while deciding on increments and rewards, all aspects need to be considered, i.e., performance, technical knowledge, attitude, work efficiency, speed, qualification, etc. I am not against the employer, but as an HR professional, it is our responsibility to look after all these things. What is your opinion?

Regards,
Ganesh

You are right. In such cases, appraisal doesn't only mean raising the salary bar. It also works for identifying the training needs that need to be implemented as an HR for the employee you have written about in your example.