This post was originally published on Inside PR 2.65.

We start this week with a question from a listener, LaBrandon Dates: How do you know when it’s time to search for a new job and can a person stay positive in a company with a negative or non team-oriented culture?

Thanks LaBrandon – great question! We’re going to answer from the perspective of employers and employees.

Joe left a company after 11 years when he realized the people he’d come to work with – the ones who shared his values – had all gone. The company had been acquired, the culture changed and he was no longer happy.  If you’re not happy, he says, you shouldn’t spend 20 seconds at a place because life is too short.

Gini left Fleishman because she wanted a change from the city where she was based, though she liked the people and the firm.  At another agency, she had philosophical differences with colleagues and left because she realized there was no common ground.

Martin was at a Canadian firm that was acquired by a multinational. And because some of the senior leadership couldn’t accept the change, it felt like individuals were working for different entities rather than a single company and that hurt morale. He stayed about a year longer than he should have and says it’s important to ask yourself the tough questions early and then decide whether or not to leave.

Joe comments that talented people who are miserable make others miserable but they can always get a position at a place where they’d be happy.  But before you start looking, be honest with your supervisor and share what you feel and why.

We don’t know anyone who was fired for admitting they weren’t happy in a job.

Gini introduces our second topic. She recently noticed that large companies are looking to smaller, more nimble, boutique firms when they’re conducting an agency search and wonders if this is a trend or possibly an economic shift.

Joe remarks that it’s the slowest recovery he can remember.  People are being careful where they spend money and need to show results.  On the other hand, he’s seen more businesses coming into Canada with consolidated budgets that are going with multinational AORs rather than a Canadian firm.

Martin says he’s been working more closely with U.S. agencies and adapting their initiatives. He feels PR budgets haven’t grown – a good client is one that comes back flat.  Which leads to the question, how can we accomplish more with less?

Gini believes PR people should acquire more marketing skills and that unless we do our industry may become extinct…

What do you think?  Can PR successfully adapt?  We’d love to hear your thoughts.

Do you have an idea for a topic you would like us to discuss? Send us an email or an audio comment to insideprcomments@gmail.com, join the Inside PR Facebook group, leave us a comment here, message us @inside_pr on Twitter, or connect with Gini Dietrich, Joe Thornley, and Martin Waxman on Twitter.

Our theme music was created by Damon de Szegheo; Roger Dey is our announcer.

This week’s episode was produced by Kristine Simpson.

About Martin Waxman

Martin Waxman, MCM, is a digital communications strategist. He conducts AI research, leads digital and social media training workshops and speaks at events across North America. He's co-founder of two PR agencies, president of a consultancy and has worked in the industry for nearly 30 years. Martin is a LinkedIn Learning instructor, teaches digital strategy and social media at McMaster University, the Schulich School of Business, University of Toronto SCS and Seneca College. He's a member of the Institute for Public Relations Digital Media Research Center and a past-chair of PRSA Counselors Academy. He has a Master of Communications Management (MCM) from McMaster-Syracuse Universities.

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