Determining What you Are Worth

3 minute read

Throughout my career, I’ve had employees come to me with their resignation, catching me completely off guard. It’s always frustrating when someone decides to leave without giving us a chance to discuss their concerns or preferences. In many cases, their reasons for leaving—like wanting a fully remote schedule, part-time hours, a different role, or even better pay—were issues we could have addressed, or at the very least discussed.

When this happens, I’m often left thinking, Why didn’t they come to me sooner? While I’ve managed to retain some employees through last-minute conversations, it doesn’t always work out that way. That’s why it’s so important for employees to recognize their value and start a dialogue before making a final decision to quit.

If you enjoy your team, appreciate your company culture, and feel connected to the organization, don’t assume that leaving is your only option. Many companies value their employees deeply and are willing to explore ways to meet your needs—especially if you’re a high performer. Here’s the truth: replacing a great employee is costly. Beyond the financial investment, it requires time, effort, and resources to hire and train someone new to perform at your level.

Before you decide to resign, take a step back and think through your options. Have you truly evaluated your worth to the organization and had an open conversation with HR or leadership about what you need?

Evaluating Your Value

Here are some key questions to help you assess your worth to your company:

1. Do you hold a key role?
   Are you in a position that significantly impacts the company’s success or operations?

2. What’s your tenure?
   Have you been with the company long enough to develop historical knowledge that’s difficult to replace?

3. How are you perceived?
   What do your past performance reviews say? Are you seen as a reliable, high-performing team member?

4. What would it take to replace you?
   If you left tomorrow, how much time, effort, and resources would your company need to find, hire, and train a replacement who could match your current efficiency and expertise?

By reflecting on these questions, you’ll gain a better understanding of the unique value you bring to your organization.

Starting the Conversation

If you believe your concerns or needs could be addressed, it’s time to have a thoughtful and strategic conversation with your HR representative or a trusted leader. Here’s how to approach it:

1. Be clear and direct.
   Know what you’re asking for—whether it’s a salary increase, flexible work options, a role change, or something else—and articulate it clearly.

2. Come prepared.
   Highlight your accomplishments and contributions to the organization. This is your opportunity to remind your employer of the value you bring.

3. Be collaborative.
   Frame the conversation as a partnership. For example, say, “I’d like to explore options that allow me to continue contributing to the team while also addressing [specific need]. How can we work together to make that happen?”

4. Stay professional and open-minded.
   Even if your request isn’t fully met, there may be alternative solutions worth considering.

Most employers would rather retain a valued employee than face the challenges of replacing them. Open communication gives them a chance to work with you on a solution that benefits both parties.

Before you make the decision to leave a job, pause and evaluate your worth. Ask yourself: Have I explored all my options? Have I given my employer the chance to address my needs? Your value goes beyond your job title—it’s about the unique skills, knowledge, and contributions you bring to the organization.

Remember, a proactive conversation can lead to opportunities you hadn’t considered. Knowing your worth isn’t just about advocating for yourself—it’s about building a partnership with your employer to ensure mutual success.