In today’s fast-evolving job market, lateral career changes (moves to roles at the same level, often in a different company or department) are increasingly common. For many, the promise of a higher salary at the point of hire is a key motivator, and they’re not wrong: negotiating a pay bump is almost always easier when starting fresh. But while the allure of a bigger paycheck is real, lateral moves aren’t always a step forward in your career. Depending on your reasons and approach, they can be a strategic pivot or a costly misstep. This article aims to dive into the right and wrong reasons to make a lateral change, the critical role of career trajectory, and the importance of looking inward to understand stagnation, all while recognizing that career ownership is a two-way street between you and your employer. No one is off the hook in this situation.
The Salary Advantage: A Double-Edged Sword
There’s no denying it, the best time to negotiate a higher salary is often when you’re walking through a new door. Companies may have more budget flexibility for new hires, and candidates can use market rates or competing offers to secure a better deal. The data backs this up: studies consistently show that switching jobs can yield 10-20% salary increases, far outpacing typical 2-4% internal raises.
But here’s the catch, a fatter paycheck doesn’t guarantee career satisfaction or growth. Focusing solely on salary can blind you to other factors, like job fit, company culture, or long-term opportunities that shape your professional journey. A lateral move might boost the bank account today, only to leave you stuck tomorrow if it doesn’t align with your long-term goals.
Right Reasons to Make a Lateral Move
Not all lateral moves are about treading water. Done thoughtfully, they can enrich your career in ways a promotion alone might not.
New Skills, New Horizons: A shift to a different role or industry can broaden your expertise, making you more adaptable and marketable over time.
Better Alignment: If your current job feels like a mismatch, whether due to values, culture, or work-life balance, a lateral move can realign your career with what matters most to you.
Future Positioning: Sometimes, a sideways step is a setup for a bigger leap later. Gaining experience in a high-growth area or a well-connected company can open doors down the road.
Breaking the Monotony: If you’re craving fresh challenges and your current role offers none, a lateral move can reignite your passion without sacrificing seniority.
Wrong Reasons to Make a Lateral Move
On the flip side, some motivations for lateral changes can lead you astray.
Salary Obsession: Chasing money without weighing the role’s long-term value can land you in a job that looks good on paper but feels empty in practice.
Running Away: Quitting over temporary frustrations, like a tough project or a difficult boss, without a clear plan, risks jumping from the frying pan into the fire.
Avoiding the Mirror: If you’re dodging personal accountability for your stagnation, a new job won’t fix what’s holding you back. The problem might follow you.
Career Trajectory: Playing the Long Game
Career trajectory isn’t just about climbing higher, it’s about moving forward in a way that reflects your ambitions and values. Lateral moves can either accelerate or stall that journey, depending on how they fit into your vision.
Think Beyond the Now: A role that seems equal today might limit your options tomorrow if it lacks growth potential or relevance to your goals.
Embrace Nonlinear Paths: Growth isn’t always a straight line. A lateral move can be a detour that builds the skills or network you need for a future breakthrough.
(Stagnation often prompts these moves, but before you leap, pause to reflect. Are you truly stuck, or have you stopped pushing yourself?)
Looking Inward: Why Are You Stagnant?
Feeling stagnant doesn’t always mean it’s time to leave, it’s a signal to dig deeper. Inspired by Extreme Ownership by Jocko Willink and Leif Babin, true leadership starts with owning it all, your successes, your setbacks, and your current state.
Have You Lost Your Grit?: The drive that got you here might have faded. Is it the job draining you, or have you stopped seeking challenges?
Is Leadership the Issue?: New management might not see your value, but why? Are you communicating your worth effectively, or has your effort slipped? Ownership means addressing your role in the disconnect.
What’s Changed?: External shifts, like a reorganization, or internal ones, like burnout, could be the root. Pinpointing the cause helps you decide if a move is the answer or if the fix lies within.
(This self-reflection isn’t about blame, it’s about empowerment. You can’t control everything, but you can control how you respond.)
Employers Aren’t Off the Hook
While personal ownership is critical, employers share the responsibility for your career health. A balanced perspective doesn’t vilify them, it acknowledges their role in the equation.
Opportunity Matters: Great employers offer paths to grow, whether through training, lateral options, or clear advancement tracks.
Recognition Fuels Engagement: Feeling valued keeps you motivated. Regular feedback and appreciation go a long way.
Partnership, Not Dictatorship: Career development thrives when both sides invest. i.e., employees taking the initiative, and employers providing support.
(Stagnation isn’t always your fault, but it’s always your responsibility to address, ideally with an employer who’s in your corner.)
Own Your Next Move
Lateral career changes can be a golden opportunity or a subtle trap. The promise of a higher salary is real, but it’s the bigger picture that should matter most. It’s your trajectory, your growth, and your ownership that determines your worth. Reflect on why you’re restless, weigh the pros and cons, and ensure any move serves your long-term vision. Employers play a part too, fostering environments where talent can flourish. As Extreme Ownership teaches, greatness comes from owning it all, your choices, your path, your future. So make your next move a deliberate one, not a desperate one.
-Kenneth Doerksen
