Raising Cane’s CEO Todd Graves on why frequent job changes may signal self-interest over team loyalty

Here’s some guidance on recognising genuine signs that it’s time to move on rather than making impulsive changes

By: Lifestyle Desk
New Delhi | November 20, 2024 11:00 PM IST

4 min read

For Todd Graves, the ideal employee at a job is one who is “intrinsically motivated”

For Todd Graves, the ideal employee is one who is “intrinsically motivated” (Source: Instagram/Todd Graves)

In a recent interview with CNBC Make It, Todd Graves, billionaire CEO of Raising Cane’s Chicken Fingers and a guest judge on Shark Tank, discussed what he considers a significant red flag in potential employees: frequent job-hopping.

As someone who closely reviews resumes of new recruits, Graves stressed his skepticism towards candidates who switch jobs every two to three years. “I question that, because it’s like, ‘Are you in it just for you?’” Graves explained. He noted that candidates with a history of frequent moves often seem more focused on “a quest for titles” rather than long-term growth and teamwork.

For Graves, the report adds that the ideal employee is one who is “intrinsically motivated” and cares about the success of the team and the company, rather than just their own advancement. He pointed out that these values are just as important for corporate roles as they are for roles like cashier and fry cook in his restaurant chain. “When they’re more into title and control versus teamwork, it’s a huge red flag for me,” Graves said.

As companies seek team players who bring long-term dedication, how can professionals recognise when it’s truly time to make a career move, rather than making impulsive choices that could appear as job-hopping?

Distinguishing genuine need to change jobs for growth vs. making a potentially impulsive decision

Neha Cadabam, senior psychologist at Cadabam’s Mindtalk, says, “The decision to leave a job should ideally stem from a well-considered assessment of one’s career goals and growth potential, rather than a reaction to short-term frustrations. According to research, a genuine need for change often involves feeling stagnant or underutilised in a role despite efforts to improve or grow. If professionals find that their current role lacks opportunities for skill development, increased responsibilities, or alignment with their long-term career vision, it might indicate a genuine need to move on.”

In contrast, she adds, impulsive job-hopping can often be driven by immediate dissatisfactions, such as conflicts with coworkers, a temporary increase in workload, or a lack of immediate recognition. Cadabam says, “Research in the Journal of Career Assessment emphasises the importance of distinguishing between short-term discomforts and fundamental issues within the role. Engaging in self-reflection, such as keeping a journal or seeking advice from mentors, can help individuals assess if they’re truly lacking growth opportunities or simply reacting to temporary stressors. Taking the time to determine if the dissatisfaction is consistent or fluctuating can prevent impulsive decisions that lead to career instability.”

A genuine need for change often involves feeling stagnant or underutilised in a role despite efforts to improve or grow. (Source: Freepik)

Qualities hiring managers typically look for

Cadabam notes that hiring managers seek candidates who “demonstrate collaboration, adaptability, and a growth mindset, showing commitment to long-term goals over quick personal gains.” Candidates who share team accomplishments and use ‘we’ statements rather than ‘I’ are perceived as more collaborative. Managers also value resilience and problem-solving skills, especially through examples of overcoming challenges. Candidates who focus on solving issues rather than avoiding them indicate motivation for long-term success, aligning with organisational goals.

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Deciding if leaving a current role aligns with long-term career vision rather than short-term dissatisfaction

Cadabam suggests that professionals should use a structured approach to assess if a job change supports their long-term career goals. A SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) can help “evaluate if their current role promotes skill development, aligns with future aspirations, and offers growth opportunities.”

Setting clear goals and a timeline is also beneficial; for example, if aiming for a managerial role, professionals can assess if their current position builds the necessary skills. Seeking mentorship provides perspective, helping determine if challenges are typical or indicate a poor fit. Regular self-reflection and consultation with colleagues can ensure decisions align with a well-thought-out career vision rather than temporary dissatisfaction.

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