Lavin Exclusive Speaker Matthew Bidwell has spent over 20 years studying how careers and organizations actually work—and his new book is out now! Angela Duckworth (#1 New York Times bestselling author of Grit and Situated) writes, “Wry, surprising, and full of practical insight, The Insider Advantage will change the way you think about your career.” Below, find three tips that Matthew offers employees and employers who want the benefits of this insider advantage.

1. For great performance, take your time.

How long does it take a high performer to find their footing in a new job? The answer could be up to three years, Matthew says. He points to research on star financial analysts whose performance dropped after switching banks, taking two to three years to regain their previous standing. The relationships, trust, and organizational knowledge that helped them succeed needed to be rebuilt.

For employees, recognize and lean into the connections and expertise you build over time—they’re valuable career assets. For employers, don’t expect new hires to hit the ground running. Robust onboarding, not only for fresh grads but for newly hired high performers, can help them reach their full potential.

2. Invest in your relationships at work.

Salary and title matter to our happiness at work. But relationships may matter even more. “Work is something we do together,” Matthew says. The number of friends employees have at work is a powerful predictor of whether they’ll stay in their jobs—more powerful even than asking whether they plan to leave! And managers who know you are more likely to give you new opportunities.

For employees, invest in your relationships with your colleagues. They can make you happier, more effective, and more connected to your work. For employers, create opportunities for employees to build a strong community—it could be one of your greatest retention advantages.

3. Get ahead by growing together.

Companies need to adapt to changing circumstances. But that doesn’t always mean hiring new people or letting existing employees go—instead, you can develop new capabilities or pivot to new markets by retraining and redeploying existing employees who already have the relationships and knowledge they need to succeed. That way, employees can learn new skills and seize new opportunities without sacrificing the advantages they’ve already built.

For employees, look for opportunities to expand your skills and take on new challenges within your organization. It’s often the fastest way to advance your career. For employers, invest in developing and retaining your people. Long-term success comes from building together, not constantly starting over.

Want more from Matthew?

Learn more about him here, and contact us to book him to speak at your event!