The modern workforce, particularly Gen Z and millennials, often sees job-hopping as the fastest route to career advancement. Research shows that 75% of employees leave their jobs before getting promoted, typically giving their employers only three years before deciding it’s time to move on.
However, Sarah Walker, Cisco’s U.K. and Ireland CEO, offers a different perspective: career growth requires patience. Speaking to Fortune, Walker advises young professionals—and especially middle managers—to take a long-term view of their careers.
A Career Built on Patience
Walker’s journey is a testament to the power of persistence. Before joining Cisco, she spent 25 years at BT, a major European telecommunications firm, steadily rising from a sales position to become the company’s director of corporate and public sector. After taking a brief career break, she joined Cisco as managing director and, within two years, was promoted to CEO of its U.K. and Ireland operations.
Her career progression varied—some promotions came within 18 months, while others took over six years. Reflecting on her early days in sales, Walker recalls a time when contracts were faxed instead of emailed, meaning waiting was simply part of the job. Now, in an era of instant gratification, she believes people have developed unrealistic expectations about how fast career progress should happen.
Many professionals feel pressured to secure a promotion within a year or risk falling behind. But according to Walker, real career growth takes time. Social media might make success seem instantaneous, but in reality, advancement is a gradual process. Rushing into the next role without the right experience can lead to failure, making patience a more sustainable strategy.
Why Mid-Career Professionals Should Be Even More Patient
While early-career professionals might expect frequent promotions, Walker emphasizes that middle managers, in particular, need to embrace patience. The higher up you go, the more visible and demanding the role becomes, with less room for mistakes.
“As you progress, the step-ups become bigger,” she explains. “Middle management is often the time to be really patient because senior roles come with higher pressure, greater exposure, and fewer chances to fail.”
In other words, long-term success isn’t about how quickly you move up—it’s about moving up at the right time. Walker advises professionals to focus on continuous learning and skill development rather than fixating solely on promotions or salary increases.
When It’s Time to Move On
Of course, patience has its limits. Waiting for a promotion that never comes can mean missing out on better opportunities elsewhere. So how do you know if it’s time to leave?
According to Walker, the key is open communication with your manager. If you’ve clearly expressed your career goals, created a development plan, and your employer supports your growth—but you’re still being passed over for opportunities—then it may be time to look elsewhere.
Additionally, if senior leaders in your company have remained in the same positions for years with no signs of movement, it could indicate limited upward mobility. In such cases, Walker suggests evaluating whether there’s still room for growth within the organization or if it’s time to explore external opportunities.
Growth Beyond Promotions
For those in middle management who may not see an immediate promotion, Walker encourages finding alternative ways to grow. This could mean expanding your responsibilities, developing new skills, or even taking on a non-executive director (NED) role to gain broader experience.
“Be clear about what personal progression looks like beyond a title change or pay increase,” she advises. “People can remain in the same role for a long time but still grow significantly.”
Ultimately, while job-hopping may provide short-term gains, Walker’s career proves that patience, persistence, and strategic career planning can lead to long-term success.
