The phenomenon of frequent resignation of newcomers in the workplace reflects the fierce competition between the current employment system and the job market, the difficulty for newcomers to find jobs, and the unsatisfactory employment situation. And this phenomenon, in my opinion, mainly has the following reasons:

First of all, the information asymmetry between recruiters and job seekers. Some employers, although the job requirements are clearly defined in the recruitment notice, the actual situation is very different from the description. The recruiter did not give a comprehensive and true description of the job content, salary, promotion space and other information, which led to the fact that the job seeker's sense of reality about the job content was inconsistent with his expectations, which easily led to resignation or emotional instability. In addition, job seekers need to fully understand, negotiate and confirm the background and information of the company and position.

Secondly, too high or objective expectations are also the reasons for the phenomenon of flashing characters. Even some newcomers have a single understanding of workplace concepts and work habits, lack necessary career planning, and are very eager for career development, but they have many doubts about their actual work ability. If newcomers are too confident about their adaptability, or their expectations of career prospects are too high to be true, then over time, they will find that there is a certain gap between actual work and personal imagination, which will lead to career slack or resignation.

Finally, the management of the company can not be ignored. However, the internal management of some companies, especially the management and training of newcomers and new employees, is not perfect enough, and the "emotional incentives" for willing employees are insufficient, which makes newcomers feel the warmth and sense of belonging of the team after joining the company, leading to the lack of sense of accomplishment and belonging of newcomers, and thus choose to resign.

In this regard, multi-pronged measures should be taken. Including strengthening the accuracy of recruitment information, implementing and publicizing job responsibilities and salaries and benefits, and ensuring that the expectations of job seekers are consistent with the actual content; At the same time, increase the training and skills upgrading plan for newcomers, strengthen the construction of team culture and improve the sense of belonging of newcomers.

In short, the market, enterprises and newcomers need to work together to build a stable and harmonious job market and workplace.

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