1. treatment problem: I feel that my contribution is not proportional to my income, and at the same time there is another "better" opportunity beckoning.
2. Development issues:
(1) Worried about the company's development prospects, lacking sense of security.
(2) I am not optimistic about my job development prospects in the company, I don't see development opportunities in the short term, and I don't want to waste time "waiting for tomorrow with my youth".
(3) I feel that I can't adapt to the development in this industry and find another opportunity to play my strong skills.
3. Environmental issues:
(1) thinks that many of his suggestions and ideas have been ignored, that there are problems in the company's operating mechanism and that it cannot be improved, and that his talents cannot be put to use here.
(2) Can't stand the complicated human relations of the company.
Careful observation shows that college students who have just left school have the highest probability of job-hopping. It is not surprising that they changed five or six units in a row in the first year, and gradually stabilized after the second year. Why? First, the first job you choose right out of school may not be suitable for you; Second, the life experience is shallow, and the ability to resist pressure and adapt to the environment is weak.
Since we have embarked on the road of working, we are bound to encounter all kinds of adversity: performance pressure, the dilemma of personnel relations, improper working methods of superiors, disappointment with salary and position, and so on. Mature employees will try their best to solve conflicts, adapt to pressure and find places where they can focus on improvement. They can not only improve their professional level in their work as soon as possible, but also adapt to the rules of the game as soon as possible-learn the truth that suggestions are better than opinions, learn to persuade superiors to adopt their own suggestions in an appropriate way, learn the spirit of cooperation, learn to get along with as many people as possible to make their work less resistant, learn to endure all kinds of difficulties and hardships today, and lay the foundation for tomorrow's development. It is a sign of weakness to leave your job just because of some objective factors without careful consideration, because no matter which company you are in, you may encounter the same problem. There is no "Taoyuan" in this world, let alone absolute prosperity.
I don't want everyone to resign themselves to fate, and I don't want to "go online" with the big hat of "loyalty" and "professional ethics". Part-time job is a two-way choice. Just as in many cases, the boss will relentlessly reduce salary, demote or even lay off employees, job-hopping is also a means for migrant workers to realize their own interests and goals.
Since it is a means, it should have a good purpose and be a sober and rational choice. It is a failure to resign just because you can't adapt to this environment, or because another company with higher salary is beckoning. Especially young people, there is still a long way to go. Job-hopping should be a well-thought-out choice, a turning point and another promotion of their career (not just position and salary). Higher salary is really important, and better learning and development opportunities are fundamental.
Second, the rationality of job-hopping
At the beginning of last month, the author interviewed a group of new people, and some of the application materials were very touching-middle-level leaders of large state-owned enterprises and institutions, small owners who took the lead in stepping into a well-off society, and even managers of other industries and enterprises. These once brilliant figures condescended to apply for junior business representatives today.
Conceal my thoughts and secretly rejoice for myself: first, I have a good habit of being dedicated and eager to learn; Second, he entered the internationally renowned large enterprises very early and got a good training; Third, I am very happy to sum up, and I can constantly learn nutrition from what I have seen and heard to enrich myself; Fourth, I am still very young. It is for these lucky reasons that I can have a relatively satisfactory job opportunity today. Although there may be setbacks in the future, I believe it must be temporary, because in my current industry, I already have my own strength-at least I have learned how to accumulate my own strength quickly.
Wise migrant workers should bear in mind that at least before the age of 35, before reaching the peak of their careers with their academic qualifications, ability and energy, working is not just about making money! If you only take a few hundred dollars or thousands of dollars and don't improve your competitive advantage quickly, your working life must be a loss-making business-because youth is priceless and the time you pay can't be called back.
If you don't want to lose money and be "unilaterally exploited by your boss", you must learn to get more from your work than your salary:
1. Learning: When you enter an enterprise and face a brand-new environment and work, if you think you can learn useful experience from the current work content, the training provided by the enterprise and the guidance of superiors, then try to "grab" new knowledge. Please remember to work with the diligence and mentality of the college entrance examination tutor.
2. Development: Most enterprises care about your work experience and professional background when employing people, so staying in a position for a while is also a kind of value-added, just don't wait too long. In the same enterprise, hovering in the same position for more than two years is a low-level repetition and devaluation. If you can't provide sufficient reasons for promotion because of your work performance, you should redouble your efforts; If you are already a leader in the same position, just because there are no vacancies in management positions or the talent selection mechanism of the enterprise is unscientific, you must weigh how long you have to wait before you have the next promotion opportunity, and whether this waiting is meaningful, because time is the most expensive cost.
Honey: I have met many migrant workers who think they are smart. They always try to deal with the company, take advantage of the loopholes in the management system, do not strive for progress, and muddle along. The negligence and weakness of managers give these people the soil to survive, and their work is always easy and stress-free. However, in the end, these people often have few opportunities for promotion, become the old industry generation who has served for five years and the old supervisors who have served for eight years, and finally become the targets of layoffs and become tragic figures among migrant workers. One day, they will suddenly find that their former subordinates have become their own managers and even start to worry about their livelihood, because no one wants to hire a 35-year-old industry representative.
On the contrary, almost all successful migrant workers have a * * * nature-"much ado about nothing". Such people are always proactive in their work, never shirking their responsibilities, always looking for and trying to improve their performance instead of making excuses to defend themselves, and always working with a "much ado about nothing" attitude. Of course, these people work overtime and work hard, and it is inevitable that there will be omissions when they do more things. If they are unlucky, they will be criticized or even treated unfairly, but their position, salary and ability will certainly be promoted as soon as possible. Because they have more training and more learning opportunities during their work, their experiences are more valuable.
Looking back, when you go to work with a "much ado about nothing" mentality, you are already excellent in your present position, your work is already very secure, there is not much new knowledge to learn, there is still no hope of promotion in the short term, and there are not many really meaningful things you can get from this job. It is rational to change jobs at this time.
Third, the attitude of enterprises.
The slogan of "people-oriented" has been shouted for many years, and every boss knows that high job-hopping rate is a dangerous signal. How to retain employees without paying too high labor costs?
The decrease in job-hopping rate is not only due to salary. In most internationally renowned enterprises, the treatment of employees is not higher than that of some local enterprises, but the management is stricter and the work pressure is heavier. But employees always seem to endure all kinds of regrets and live in harmony with the company. Why? Advanced training, scientific management system, strong brand power and the support of corporate culture are all reasons for employees to stay. Although most employees of such enterprises are working with a learning attitude and expect to "graduate" as soon as possible, relying on the strength accumulated here to find a good opportunity, at least objectively speaking, enterprises have retained excellent employees with soft indicators and saved labor costs, which is a successful move.
Small and medium-sized enterprises do not have the advantages of brand, but they can also unite the staff and shape cohesion through management skills. Training is essential. In addition, creating an atmosphere of learning and summing up, a fair and democratic speaking environment, the opportunity for employees to "participate in the discussion of state affairs", the company's market planning, and the promotion of strong resources can all make employees have feelings for the company, be full of hope for the future of the company, and be properly managed, which can also make a team sharing weal and woe.
In addition, the unreasonable salary system is also a reason for employees to quit. There is no need for all employees to get a raise. Subdivided promotion threshold and promotion structure (junior employees, senior employees, third-level, second-level and first-level supervisors, deputy managers, etc. ) can make many employees who can't see the promotion opportunities stay, because they don't have to wait for the vacancies in management positions to get promoted. This is also a "self-centered" employment skill.
In any case, employee turnover is inevitable, as the saying goes, "running water does not rot." The alternation of new and old employees injects fresh blood into enterprises, and the "catfish effect" can give birth to more human resources. Normal turnover rate is a good thing for enterprises, and enterprises should also show generosity, be kind to resigned employees and let them leave with gratitude and attachment to the enterprise. Because most of these people will stay in the original industry, with more friends and more opponents, the result is naturally different.
Job-hopping is a means for migrant workers, but it should not be abused, otherwise it will be a waste of effort; For enterprises, we should learn to shape team cohesion in a scientific way. Normal turnover rate is inevitable and should be treated with normality.