Job turnover is common in the high-stress produce industry, as employees look to advance their careers or escape from a less-than-perfect job match. The key to a successful job or career change is to thoughtfully think through your objectives and consider what steps can be taken to achieve them. Here are ten topics, divided into two sections, to think about before making a move.
CONSIDERING A CHANGE #1 – Examining Motivation Beth Manfre-Gross, managing member at the Grow Search Group in Scottsdale, AZ, a recruiting firm that specializes in the produce and fresh-cut processing industries, believes today’s marketplace is more open to jobseekers hoping to strengthen their careers by making a change.
Manfre-Gross recommends clearly defining the reasons for any job dissatisfaction. Is it due to a lack of upward mobility? Boredom? Lackluster company sales or a tense financial environment? Events such as mergers and downsizing can certainly influence employees, spurring some into action. When an organization is going through upheaval or instability, she notes, fear can become the motivating factor in thinking about a career change or looking for a new job.
Doug Stoiber, a recruiting consultant at Ag1Source in Hesston, KS, agrees, finding employees may have a “heightened sensitivity to the lack of permanence in their position,” which he likens to a ‘ticking time bomb.’ Other jobseekers, he explains, are motivated by feeling “they’re undervalued, and want to explore their value on the open market.”
Quality-of-life issues, such as not wanting to be away from family so much, unusual hours (particularly apt for produce businesses), or wanting to experience a new locale can also be motivators. If an employee’s work-life balance is “out of whack,” Stoiber says, it can be a temporary problem that will clear up, or a symptom of something more serious that will need to be addressed.
Job satisfaction, Stoiber points out, may be more about current circumstances than fundamental career goals. Clearly identifying motives for wanting to make a change can help identify what you’re really looking for in a career, and whether those objectives may be met by your current employer—if not today, then at some point in the foreseeable future
#2 – Problem Resolution In dealing with problems at work, the first step is simple: “Be honest,” Manfre-Gross counsels. “What isn’t working, and do you need a new job to resolve it? If the changes really can’t be accomplished where you are, make sure you’re solving the problem with the new position.”
Stoiber says frustrated employees should ask, “Have I done everything in my power to fix whatever it is?” Further, he notes, if it’s about compensation or bonuses, take the leap and ask for a raise. “If you don’t do it, you leave yourself open for a hasty decision. It’s the old grass-is-greener-on-the-other-side [syndrome].” Any new position, however, may come with its own challenges and won’t necessarily be better just because it’s different.
Job turnover is common in the high-stress produce industry, as employees look to advance their careers or escape from a less-than-perfect job match. The key to a successful job or career change is to thoughtfully think through your objectives and consider what steps can be taken to achieve them. Here are ten topics, divided into two sections, to think about before making a move.
CONSIDERING A CHANGE #1 – Examining Motivation Beth Manfre-Gross, managing member at the Grow Search Group in Scottsdale, AZ, a recruiting firm that specializes in the produce and fresh-cut processing industries, believes today’s marketplace is more open to jobseekers hoping to strengthen their careers by making a change.
Manfre-Gross recommends clearly defining the reasons for any job dissatisfaction. Is it due to a lack of upward mobility? Boredom? Lackluster company sales or a tense financial environment? Events such as mergers and downsizing can certainly influence employees, spurring some into action. When an organization is going through upheaval or instability, she notes, fear can become the motivating factor in thinking about a career change or looking for a new job.
Doug Stoiber, a recruiting consultant at Ag1Source in Hesston, KS, agrees, finding employees may have a “heightened sensitivity to the lack of permanence in their position,” which he likens to a ‘ticking time bomb.’ Other jobseekers, he explains, are motivated by feeling “they’re undervalued, and want to explore their value on the open market.”
Quality-of-life issues, such as not wanting to be away from family so much, unusual hours (particularly apt for produce businesses), or wanting to experience a new locale can also be motivators. If an employee’s work-life balance is “out of whack,” Stoiber says, it can be a temporary problem that will clear up, or a symptom of something more serious that will need to be addressed.
Job satisfaction, Stoiber points out, may be more about current circumstances than fundamental career goals. Clearly identifying motives for wanting to make a change can help identify what you’re really looking for in a career, and whether those objectives may be met by your current employer—if not today, then at some point in the foreseeable future
#2 – Problem Resolution In dealing with problems at work, the first step is simple: “Be honest,” Manfre-Gross counsels. “What isn’t working, and do you need a new job to resolve it? If the changes really can’t be accomplished where you are, make sure you’re solving the problem with the new position.”
Stoiber says frustrated employees should ask, “Have I done everything in my power to fix whatever it is?” Further, he notes, if it’s about compensation or bonuses, take the leap and ask for a raise. “If you don’t do it, you leave yourself open for a hasty decision. It’s the old grass-is-greener-on-the-other-side [syndrome].” Any new position, however, may come with its own challenges and won’t necessarily be better just because it’s different.
This analysis is particularly important if you’re mid-career or thinking of making a significant career change. “Big job changes are very difficult to accomplish and very difficult to succeed at,” says Jeff Oliver, owner at Fresno, CA-based Oliver Search Consulting, which specializes in the agriculture and food processing industries. “If you’re miserable, try to get at the core of your unhappiness and then really address what’s making you unhappy.”
#3 – Long-Term Goals According to Emily Fragoso, senior recruiter at Mixtec Group, a produce-focused executive search firm in Glendale, CA, there’s one very important question anyone considering a career change must ask: What is my ultimate goal? “Focusing on what you really want to achieve will be the best guide for this type of decision,” she advises. Jobseekers, she notes, should “be certain they are not running away from something, but running to something that matches their professional and personal goals.”
“Decide what you want to be ‘when you grow up’ and move toward that goal,” agrees Manfre-Gross. “A new position should give you opportunities, tools, or experience to get where you want to go.”
Karen Rae Horwitz, president and CEO at JobGiraffe, a Chicago-based recruiting and staffing agency, notes that job-jumping is often seen as a negative and stability a positive on a resume, especially when at mid-career. “Stability is a tangible asset to most employers,” she observes. “This is why making strategic job moves throughout your career, and trying to get it right each time, is imperative.”
#4 – Qualifications Once you have determined your long-term objectives, it’s time to assess whether your qualifications match the needs of a position that will move you toward your goal. “You should ask yourself how you can best add value in a new role,” says Fragoso. “A close examination of your goals, experience, training, and values will help determine if they are in alignment.”
Some skills transfer relatively easily to a variety of roles. “If you have managerial experience, this is a plus, because it is composed of soft and hard skills that would work well in most workplace environments,” Horwitz explains. “It all comes back to rationalizing your expectations and dissecting your skills in an unbiased and even brutal fashion. Know your weaknesses, know what objections employers might have to you—anticipate obstacles that will arise.”
Janice Cutler, vice president and director of human resources at the Philip G. Ball Company in Clarks Summit, PA says she looks for team players and problem-solvers, people who can prioritize tasks, have technical knowledge, and can sell and influence. She notes that these traits are universal, and would apply to many jobs in both the wholesale and retail sectors.
Philip G. Ball Company often hires younger employees after they have participated in a paid internship program, which helps determine if a position is a fit for an employee’s skills and interests. The company also considers applicants from other firms and industries. Of the latter, most come from some sort of service industry, in keeping with Ball’s emphasis on service. Cutler says workers who are seasoned and experienced are top choices, and especially those who are “team players and think on their feet.”
Pairing your qualifications with a new position is especially important if the change falls into a new function or industry segment, as opposed to taking a new job that is similar to the old. “If you go from a grower-packer-shipper to a retail environment, you go from selling to buying, but that’s not so much a career change as a job change,” Oliver points out. “There are differences, but you can make that jump more easily.”
TAKING THE LEAP #5 – How Well Do I Know My Prospective Employer? So you’ve decided to do it—leave your old job and take a new one. This is where thorough research is invaluable. Focus not only on specific details such as your role and the expectations that come with it, but if there’s a clear path for advancement. In addition, look into the performance of the company and the fortunes of its industry segment.
“What space does the company occupy in the industry?” asks Manfre-Gross, who notes that some business sectors are dying off while others, such as organics or avocados, are on the rise. She advises finding out everything from the regions in which a company operates to the customers they serve. “All of these are dictators of the future health of the organization,” she states. “You don’t want to go to the perfect job and then see the doors close a year later.”
“In any dynamic marketplace, certain companies will be winners and others will be losers,” Horwitz agrees. “You should believe in the prospects of the company you want to work for,” she notes, adding, of course, “You want to align yourself with a winner.”
In addition, it’s important to assess the atmosphere within the company. Cutler recommends focusing on aspects such as company culture, whether you’ll have access to the boss, and how well the company takes care of its employees. “The produce industry is very tightknit, and everyone knows one another,” she says. “It’s all about reputation.”
Oliver concurs, mentioning that there are very successful companies with top-notch brands that nevertheless “have a very bad reputation as an employer.”
#6 – Is the Company a Good Fit? “Company culture is very important to get right,” comments Fragoso. “A career change necessitates learning a new skillset and way of doing things. A conflict with the company culture and values will only add new obstacles to your success in the crucial initial phases of the transition. A change will not be effective for the long term if both parties involved are a mismatch.”
Oliver advises that the size and ownership of the company are two critical factors to consider. A family-owned table grape grower in the Valley is much different from a retail giant such as Costco. In a family-owned business, your boss is likely the owner or a son or daughter. While this may eliminate the bureaucracy of a larger public company and can foster long-term rather than bottom-line thinking, family businesses can be personality-driven and handle problem-solving and financials differently than in a typical corporate environment.
On the other hand, a family atmosphere often suits many employees. “We take care of each other,” says Cutler, whose family operates several interconnected businesses within Pennsylvania. “You’re not just an employee, you’re part of the family—that’s our biggest selling point.”
#7 – Am I Satisfied with the Offer? Once you’re confident in a company’s prospects and culture, and believe the open position is a good fit with your skills and objectives, financial considerations come into play. “Do your own financial analysis so you’re not forced back to a job you don’t like for economic reasons,” Oliver counsels.
A substantial career change may bring less money initially, which has to be weighed against other benefits. “If you’re taking a position at a new company, in a new field, and have to learn new skills, it will cost any prospective employer a good amount of time and resources to get you up to speed,” says Horwitz. “This is why you must be prepared to make financial sacrifices if you plan on switching industries.”
It is also important to consider the entire package, including benefits, not just wages. “People today are especially interested in healthcare benefits,” observes Stoiber, and in some cases, are more interested in the benefits package than the actual compensation itself.
#8 – How Will the Move Affect Others in My Life? Another consideration, though of lesser import to many, is how a new job may affect your ‘personal community’—including spouses or partners, children, parents, even close friends.
“Some people say they can afford to take a cut in pay or go on commission to get a better job, or that they’re ready to relocate,” Stoiber comments. “But make sure everyone involved in your life is on board.”
#9 – Have I Managed My Expectations? Make sure you have a realistic view of your future job and employer. “The biggest issue when it doesn’t work out is that new employees don’t know what to expect,” Cutler says, especially in the produce industry. “They’re not prepared for the fast-paced environment,” Cutler explains, or “they don’t expect to work so hard. You have to think on your feet, and there’s a lot of manual labor and long hours.”
In addition, be prepared for the transition itself. “The financial stresses of changing jobs should be considered,” Horwitz emphasizes. This can be particularly daunting if switching to a sales job heavy on commission with little or no salary. “If you know you might have a few weeks to a few months where you will not be pulling in a paycheck, it’s important to prepare and plan.”
A drastic career change involving a new function or industry brings its own challenges, such as a loss of expert status within a field. “It is crucial for a leader changing careers to be able to navigate a new work culture, build consensus, and unite common interests,” reports Fragoso. “This may require keeping ego in check early on. Many are not prepared for the sizable learning curve that might take place in such a drastic transition. It is important to recognize the difficulty of transitioning to a new industry position, and work at garnering support through that process.”
#10 – Am I Sure? Even after all the research and thought put into a decision, it’s still a good idea to perform a final ‘gut check.’ “There’s a big burnout factor in the industry,” states Cutler. “The hours are long, it’s a very high-stress industry, you’re on call 24 hours a day, seven days a week, and you’re dealing with perishables and logistics.”
Manfre-Gross echoes Stoiber in saying, “There’s always going to be an element of risk. Know what those risks are and be prepared to deal with them if they come.”
Despite the challenges, a surprising number of executives have—after careful consideration—experienced positive career changes. “I would say we look at career changers in a more understanding light as of late,” notes Horwitz. “The days of someone staying their whole career with one company have long passed.”
