Resign from a Job You Dislike or Wait for New Opportunities?

Deciding whether to leave a job that no longer suits you is rarely straightforward. In a competitive market, many professionals wrestle with the question: should I resign and pursue something new, or wait until another opportunity comes along before making a move?

The decision to resign and move to new employment is not easy.

This article explores key considerations to help you make an informed, professional decision.

1. Assess the Nature of the Problem

Before considering resignation, it’s important to identify the core issue. Are the challenges tied to your specific role, the organisation’s culture, leadership, workload, or lack of progression? Not all problems require resignation—some may be addressed through open communication, a change in responsibilities, or internal transfer.

A candid self-assessment can help determine whether the issue is structural and long-term, or something that may improve with time or a change in approach.

2. Consider Your Position in the Market

If your current role offers relative stability, industry experience, and networking opportunities, it may be worth staying while you explore other options discreetly.

Job searching is often more manageable—and fruitful—when you’re already employed.

You might also find that waiting allows you to be more selective, rather than feeling pressured to accept the first offer that comes your way.

3. Weigh the Risks of Resigning Without Another Role

Resigning without a new position secured can carry risks, particularly in a slowing market or if you work in a specialised field with limited openings. There may be gaps in income, potential delays in securing a new role, and questions from prospective employers about the decision to leave without a fallback.

That said, in certain industries or senior positions, taking time between roles is not uncommon, provided it's clearly explained.

4. Explore Internal Opportunities First

Before exiting entirely, consider whether there are opportunities within your current organisation that align better with your skills and interests.

A change in team, project, or reporting line may bring renewed engagement without the need for a full departure.

Speaking with a trusted manager or HR representative can sometimes open doors that weren’t previously visible.

5. Have a Plan in Place

If you do decide to resign, it’s wise to do so with a clear, structured plan. Consider the following:

• Have you updated your CV and professional profiles?

• Are your finances in order to accommodate a potential gap?

• Have you established your professional goals for your next role?

• Can you provide appropriate notice and assist with a smooth handover?

Leaving on good terms is important for your reputation and future references, regardless of the reasons for your departure. A 2024 article by The Guardian mentioned that Japanese workers turn to resignation agencies to quit jobs.

6. Timing Matters

If you’re working on a key project or nearing an annual review, timing your departure strategically may lead to better outcomes. Bonuses, long-service leave, or completion bonuses may be tied to specific dates or deliverables.

Likewise, consider market trends—certain industries recruit more actively at specific times of the year, and aligning your job search with peak hiring periods may improve your chances.

Conclusion

There’s no universally right answer to the question of when to resign. It depends on your role, industry, career goals, and professional circumstances. If you’re genuinely not satisfied in your current position and opportunities for improvement appear limited, a proactive, considered departure may be the best course of action.

However, remaining in your current role while strategically planning your next move can offer the advantage of security, stability, and leverage.

Whichever path you choose, the key is to approach the decision with clarity, preparation, and professionalism.

Disclaimer:

The information in this article is intended for general guidance only and does not constitute professional advice. Everyone’s situation is different, and decisions about employment should take into account your personal circumstances.