People who are hard to be fooled in today's workplace.

Two days ago, a friend sent such a circle of friends:

She holds a management position in a media company. She is also a post-90 s generation, and she has a kind of "happiness" of being cheated by her own people.

Another friend of mine, Z, teaches in the largest language training institution in China. There are 30 people in a project team, and one third of them change jobs within one year.

Another friend works as a technical post in a well-known new material technology company in the industry. After a week, he came back to find that half of the team had left.

She holds a management position in a media company. She is also a post-90 s generation, and she has a kind of "happiness" of being cheated by her own people.

Another friend of mine, Z, teaches in the largest language training institution in China. There are 30 people in a project team, and one third of them change jobs within one year.

Another friend works as a technical post in a well-known new material technology company in the industry. After a week, he came back to find that half of the team had left.

To tell the truth, everyone in the workplace knows many disadvantages brought by frequent job-hopping: the accumulated experience is broken, the problem of escape is not solved, and the next interviewer feels impetuous.

But why can't we move forward wave after wave?

Because the employment relationship, like the mother-in-law relationship, is an inherently irreconcilable product.

For example, in the relationship between mother-in-law and daughter-in-law, the daughter-in-law feels that she has entered the hall, entered the kitchen, taken care of the children and her husband properly, respected her in-laws, and can keep the workplace, which can be said to be almost perfect. But my mother-in-law always feels that she has not done enough. Those things that feel good about themselves are all duties in the eyes of her mother-in-law.

Is it like the relationship between ordinary people in the workplace and the company?

Job-hopping can not be separated from three categories: individual, platform and industry environment. It's not the reason

There is a "best" or so-called "standard answer". The fundamental reason is that the evaluation system of employment and employment has never been the same.

The former values the interests of the company, shareholders and partners, while the latter values personal interests, making it difficult to distinguish right from wrong.

The new generation in the workplace obviously sees the employment relationship more truly. They don't pin their future and development on the nihilistic things such as the boss's personality, the company's culture and distant share dividends. They only look at more practical things.

For example, the money sent to them and how the company can help them learn, grow and develop, and make further progress in their careers.

An old friend who has been deeply involved in human resources for more than 20 years said with emotion:

Nowadays, the most important factor for young people to change jobs is not that money can keep up, but whether the current career development can meet the expectations of future development.

"Insights of millennial business decision makers in China" shows that:

In the process of being promoted from the grassroots to the director level, it takes six years for the post-80s generation, but it takes an amazing four years for the post-90s generation.

My former colleague worked for his former employer for eight years. Even if the company went from bad to worse, the salary he got could not reach the industry level, but out of a sense of responsibility and the good mission of the company, he didn't want to leave.

Few people in the workplace these days have the above painting style.

I don't know when people born in the sixties and seventies began to work from nine to five, which seemed to be extremely stable, and they were increasingly rejected by young people born in the eighties and nineties.

People in this workplace are more pragmatic.

2

Not everyone can be a job-hopping king.

I have talked with young people in the media, education and training or IT industry around me about frequent job-hopping, and everyone is "disapproving". I also like to cite Wang Yichao, the "king of job-hopping".

Wang Yichao is famous for "job-hopping" in the media and public relations circles. I changed eight jobs in eight years: editor-in-chief of Caixin. Com, editor-in-chief of Tencent News Center, deputy editor-in-chief of Chinese edition of Harvard Business Review, deputy director of JD.COM Public Relations Department, director of LeTV, Building Block Media, vice president of 36Kr, and deputy director of public relations of Uber China.

From the company to the title, it is remarkable that his frequent job-hopping behavior has also been dubbed by the industry as "making job-hopping a performance art"

But frankly, Wang Yichao's example does not have reference significance.

First, he has accumulated long-term industry experience before frequently changing jobs;

Second, he has never left the big circle of media public relations, from metropolis daily to financial professional media, news portals, management magazines, and then to startups based on new media.

Industry skills have never been lost. The new media and the "window" of entrepreneurship have contributed to his frequent job-hopping, which not only failed to "self-destruct", but also made him famous.

But in reality, the situation of most job-hoppers is not so smooth.

My cousin, a drifter, changed three jobs in two years, and then chose naked resignation in two years. The rent depends entirely on her parents, and she didn't find a job until last month. Her salary didn't increase. Before the probation period, she felt that the new job was not suitable for her.

She said, "After three months at home, almost any job is acceptable." However, "almost" at the time of entry can easily become "much worse" after entry.

Not everyone can turn job-hopping into "performance art"

three

When job-hopping becomes "performance art"

For many young and inexperienced people in the workplace, it is great to add "behavior" and "art" elements to job-hopping.

"Behavior" is the pursuit of action; Art is the pursuit of beauty.

From the perspective of "behavior", if your workplace performance is as follows, it's time to consider taking action:

Most people's wages will increase by about 10% every year, unless there are major changes in the company or you have made significant contributions.

However, our skills and experience are not fixed. After working for one or two years, most people's business level is much higher than when they first entered the workplace, creating more and more value and assuming more and more responsibilities, which may be 2-3 times that when they first joined the job, but few people's wages have tripled.

When the business level becomes more and more lean, it is easy to become a hard-working person who does not make progress.

Hard-working people in the workplace will also work overtime, but they are more likely to sink into skilled jobs, while enterprising people will look for more breakthroughs and challenges.

The boss will also give more "marginal jobs" to hard-working people (because his own work can be solved quickly and the company will not make people idle), but your salary will not be increased because of "marginal jobs".

When you can finish your work with ease and the new job assigned to you by your boss will not bring you a raise because of your ability, it's time to consider taking action to move.

From an artistic point of view: job-hopping can jump out of beauty.

In fact, I doubt whether there is really a good time to jump ship. The chicken soup of "thinking clearly" and "doing well and leaving" hardly takes into account that the macro thing of planning a clear career will change with the age and situation of the parties concerned, not to mention the unpredictable "window" of the big environment.