“Job-hopping” is inevitable after a job, but when is everyone most want to “job-hopping” the time?
Here are the experts who reveal the peak of job-hopping.
These are the peak job-hopping periods, the honeymoon period. The prospect of a new job can lead to a mood of “pollyanna” and a feeling of confidence once you’re hired.
This stage is like a new entry, full of enthusiasm and energy for the work.
Frustration period for a long time, when the work and expectations are not consistent, they do not pay attention to, the enthusiasm is easy to be hit, frustration psychology.
The sense of frustration and loss that accumulates during downturns leads to regret, confusion, and even a desire to change jobs again.
At this time, the most important thing is to adjust the attitude and shift the focus of life, such as lowering the expectations of income, position, etc., cultivate some hobbies, etc., instead of indulging in complaining and upset.
Landing period through the psychological test, most people will gradually understand the work, gradually into the new corporate culture, objectively view the gains and losses, in the mentality of the beginning of the “landing”.
At this point, to timely remind yourself not to aim too high, trying to reach the sky in one stride, and to learn from the old staff experience, to their own “sufficient electricity”.
Analysis of several reasons for job-hopping: 1. Low job-post matching rate: First, the skills required by the company and the skills I have are the same, and the intersection is small, then it may not be cost-effective for both labor and management;
The second scenario is that my skills are a subset of the skills that the company needs or the skills that the company needs are a subset of the skills that I have, and then one of them is not going to get a good deal.
This kind of cooperation which can not realize the win-win situation between labor and capital fully will not last long, that is, it will be phased.
2, the life cycle of the position has arrived: part of the position in the enterprise is to cooperate with the enterprise to complete the stage tasks and AD hoc, not a permanent function, so when this stage of the task is completed and can not find a suitable position, I have to leave.
3, no sense of achievement: when I have tried my best to change the current environment, situation, concept, etc., I will leave because of no breakthrough.
4, the slow development of the enterprise: when I stay in the enterprise for a long time, and because of the slow development of the enterprise, I can not absorb new nutrients or get development opportunities, I will choose to leave.
(Issues of mindset, values and loyalty).
5. Personal growth: When there is not much space for horizontal and vertical development in my position, I will leave because it is difficult to break through.
(A question of mindset and loyalty).
6, career planning problems: in the enterprise can not achieve my personal career plan, I will choose to leave (careful examiner will think that you are not stable).
7, idea problem: when my idea and enterprise idea differ greatly, and can’t effective fusion, I will choose leave (answer too dangerous in this way, unless you before I feel you have in an enterprise operation and management concept of unhealthy job, and your idea is correct, otherwise the best don’t).
8. Employment mechanism: The employment mechanism of an emperor and a courtier not only reflects a population relationship, but also reveals that the employment should pay attention to matching and complementation.
The fact that my master has changed and I have changed also does not mean that there is anything wrong with me. It just means that I am not the best partner with the new master, and I cannot effectively form a matching and complementary combination with him that is beneficial to the enterprise (this is the case in cabinet reshuffle).
