Can You Stay Too Long?
December has a funny way of making people pause. The pace slows (slightly), inboxes quieten, and suddenly there’s a bit of headspace to reflect. And one question I hear a lot at this time of year is:
“Have I stayed too long?”
It’s not usually asked dramatically. It’s often said quietly, almost apologetically. Someone has been loyal, dependable, and consistent. They know the business inside out. They’re respected. Comfortable, even. But that little voice has started to whisper.
From a recruitment perspective, staying put isn’t a bad thing – in fact, in many organisations, loyalty and longevity are real assets. Stability shows commitment, resilience, and the ability to see things through. But there is a tipping point, and it’s different for everyone.
The danger zone
People rarely stay too long because they’re lazy. More often, it’s because:
The role is “fine” The people are nice The salary is okay Life is busy and change feels exhausting
Before you know it, five years becomes ten.
From the outside, the risk is this: the market moves on. New systems, new delivery models, new expectations. If your role hasn’t evolved and neither have you, it can become harder to demonstrate relevance when you eventually do look elsewhere.
I often speak to candidates who say, “I didn’t realise how long I’d been there until I updated my CV.” That’s usually a telling moment.
Not growing isn’t the same as being comfortable
Staying somewhere because you’re still learning, developing, and being stretched is very different from staying because it feels safe.
Some useful questions to ask yourself:
Am I still learning new skills? Has my responsibility increased in the last couple of years? Would my CV clearly show progression if someone else read it? If this role disappeared tomorrow, would I feel confident in the wider market?
If the answers make you uncomfortable, that doesn’t mean you need to resign in January – but it might mean it’s time to start thinking.
But leaving too quickly isn’t the answer either
Equally, moving too often can raise questions. Short tenures without clear progression can make hiring managers nervous. The sweet spot is purposeful longevity – staying long enough to add value, grow, and leave something better than you found it.
The strongest CVs aren’t always the most varied – they’re the ones that tell a clear story.
A December thought
This isn’t about panic or New Year’s resolutions. It’s about awareness.
Sometimes staying put is absolutely the right decision. Other times, you haven’t stayed because it’s right – you’ve stayed because it’s familiar.
And recognising the difference is often the first step.
If nothing else, December is a good time to quietly check in with yourself. January can wait.
