Unless you have studied or apprenticed to a specific job or career path, and have been able to obtain employment in exactly the work environment and geographic location you desire, the first job or first few jobs you take may result in a compromise of fit. That is, the offer of employment was reasonably acceptable to you at the time, but does not have all the aspects in work objectives and environment which match your aspirations for a career.
As you gain more work experience, seek to leverage your experience to gain progressive experience in one field, or if making a lateral move, to ensure that it builds on the skills you have or wish to develop. You may start in a position that is a feeder group to a similar position of greater responsibility, or it may be an administrative level position which supports the business of the organization. While you will have surveyed the organization to determine where you fit, and where you might progress, it is important to keep in mind that you have been hired for a particular job and to fulfill particular duties.
I strongly recommend that until you reach that state in which you feel that you willingly contribute to the extent of your professional capacity, or when work is a satisfying complement and a raison d’etre of a fulfilling life, that you keep your options open, and educate yourself on your opportunities.
However, do not discount what you can gain from your current position and in your current capacity. Take the time to thoroughly learn what is required, and aim to streamline processes and add value to the client, whether it be internal or external. Learn from your colleagues who do the same work. Become indispensable to those you work with.
Rather than downplay your position or give your job title reluctantly, describe what you do in terms of the bigger picture and what those in your role contribute to the larger organizational goals.
As an employee, demonstrating your commitment to your work and the organization will enable your supervisor to consider you in planning the work of the unit, to take on added responsibilities, and ultimately in considering you for a promotion. If a supervisor is aware that you are actively seeking another employment opportunities, whether internal or external to the organization, they may manage the risk of losing you by treating you as a temporary worker, giving you projects with a shorter timeline for completion, or limiting you to day to day, transactional work that will limit your breadth of experience.
Consider how to manage your supervisor’s view of you. While you do wish your supervisor to know that you seek to contribute more over time, and to progress in the organization, it can be a good strategy to describe this in terms of your current position, i.e. that as you learn more in your current position that you would seek how to make a greater contribution, or that you find other work in the unit particularly interesting and that they are positions you would apply for when vacancies become available.
If you are not quite in the exact field or position that you envision, it is still possible to gain the competencies that transfer to a future position. Competencies such as communication skills, interpersonal skills, project/action management, client service orientation, adaptability, and leadership are not context-specific, though they can be applied differently to different contexts.
Similarly, when requesting or seeking training, you can look for courses or learning opportunities that have a broader application as well as those knowledge and domain specific courses important for your position.
Consider also that you have the opportunity to learn from others in the organization, particularly from how leaders and managers conduct themselves and their teams. You are learning about whether the work environment is suited to you, what you require in order to be productive and satisfied at work, whether the commute makes sense for you, and whether this organization is typical in how it does its work. All of this is valuable to your professional life, and while you make these observations, you are building up an investment of time and effort to an organization while earning income.
As a final note, if you are in a type of position in the organization in which there is continual hiring to replace those who leave, it is possible that the organization has created the positions to be temporary, anticipating attrition and frequent hiring. They may have in place an efficient process to maintain continuity of service. It is also possible that this is not a desirable situation, in which there is disinterest or a lack of understanding for what would retain employees. I suggest in this case that you consider whether it is possible to commit to a longer timeframe in this position, or to discuss options with your supervisor on a longer term plan than those who leave. You may be given responsibility to lead those in the position you are in, particularly if you become the subject matter expert, the senior person, or the go-to person. It is possible that your potential commitment is misplaced, and if the organization does not intend to invest in employees in these positions, you could develop your exit strategy.
