Ask HR: Should I Tell My Employer I’m Looking for Another Job?

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

I’ve decided to begin searching for a new job. I’ve been in my current role for four years and have developed significant personal and professional relationships. I don’t want to leave my employer in a lurch, but my options there have been limited. I’ve sought promotions and other internal moves to no avail. Should I tell my current employer I’m looking elsewhere? — Natasha 

Deciding whether to tell your employer you’re seeking a new job is a personal choice.  The right decision depends on a few key factors, such as your company’s culture and your relationship with your manager.

Since you’ve been with your current organization for four years and have built meaningful relationships, it’s clear you value professionalism and a positive workplace dynamic. However, it sounds like your opportunities for growth have been limited, even after pursuing promotions and other internal positions. You have every right to seek new opportunities aligned with your career aspirations.

If you have a good relationship with your manager, based on trust and mutual respect, it may be worth having an open and professional conversation. Share your career goals and ask for their feedback. For example, inquire about opportunities you might not be aware of or discuss whether mentorship, training programs, or other resources could help you grow. Additionally, asking for detailed feedback on why you’ve been turned down for past opportunities can provide actionable insights. This approach demonstrates your ambition and commitment to growth while maintaining transparency.

However, your company’s culture also plays a significant role. If your organization emphasizes trust and career development and views external job exploration as a sign of ambition, sharing your plans might be well received. Conversely, if your company does not foster openness or you feel your disclosure may negatively impact how you’re treated, it’s best to keep your job search private.

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Regardless, be discreet. Avoid conducting your search during work hours and use your personal devices for inquiries and applications. When the time comes, honor your company’s notice and exit policies to leave on good terms.

Above all, remember that prioritizing your career growth is not selfish. You deserve opportunities aligned with your ambitions. Thoughtful, respectful actions will help you move forward professionally while preserving the positive relationships you’ve built. Wishing you success in your next chapter!

One of my employees complained about a rumor that was spread about her. Nearly everyone on my team knew about the rumor, but no one admitted to spreading it. Gossip has plagued our workplace for quite some time. We’ve dealt with this case by case, but usually after the damage is done. It hurts our team’s cohesiveness and degrades our culture. What can I do to help curb gossip in our workplace? — Anita 

It’s frustrating to see workplace gossip eroding a team’s cohesiveness and morale. Gossip doesn’t just harm targeted individuals; it creates an environment of distrust and tension, which can quickly sabotage workplace culture. The good news is that there are actionable steps you can take to address this issue proactively and cultivate a healthier workplace environment.

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• Educate your team about the impact of gossip. Many employees don’t realize just how damaging gossip can be. Host a team meeting or workshop to explain how gossip affects trust, collaboration, and individual well-being. Highlight how it’s not just a “harmless” habit but something that can degrade a team’s productivity and culture.

• Establish clear expectations. Set a firm stance against gossip and communicate this through your company’s policies and values. Revise your code of conduct, if needed, to explicitly state that gossip and negative talk about others will not be tolerated. Reinforce this message during team meetings and performance reviews.

• Promote direct communication. Encourage employees to address concerns or conflicts directly with the person involved, fostering open and respectful dialogue. Offer training or resources on effective conflict resolution to empower your team with practical tools.

• Engage employees with meaningful work. Idle time often breeds idle chatter. Review workloads with your managers to ensure employees are engaged in challenging, purposeful tasks aligned with your organizational goals. This can help shift focus away from gossip and back to meaningful collaboration.

• Hold individuals accountable. For gossip to diminish, there must be accountability. When complaints arise, investigate discreetly but thoroughly. If you identify repeat offenders, address them personally and set boundaries. Discipline should align with your company’s policies to maintain fairness.

• Foster a supportive culture. Gossip thrives in a culture of mistrust. Focus on creating a workplace rooted in respect and psychological safety. Celebrate accomplishments, encourage collaboration, and prioritize team bonding activities to strengthen relationships. 

Remember: Change takes time. Tackling gossip isn’t a one-time fix but an ongoing commitment to creating a workplace environment where employees feel respected and valued. A culture grounded in trust and communication will encourage your team to thrive.