Job-hopping or continuing to work? What should I pay attention to when making a choice?

First of all, you must determine what your motivation is and whether you really need to change jobs. Generally speaking, there are two motives for a person to quit: one is passive job-hopping, that is, an individual is dissatisfied with his current job and has to resign; The second is to take the initiative to quit, that is, in the face of better working conditions, such as salary, working environment and development opportunities, I can't stand the "temptation" and urge myself to resign; Or seek higher challenges and rewards. For example, when you find that your ability to cope with your current job is more than enough, and you find a job that you are really interested in, you might as well consider changing jobs. In any case, when you have the motivation to change jobs, it is the beginning of your job-hopping action.

Three factors determine whether you are successful in going higher or forced to go lower.

There is no doubt that people who are skilled in the workplace will have clear development goals and career plans for their lives and careers. It will be more beneficial for you to know what career development path you should take, what direction you should take and what choices you should make. Those who have no goals or unclear goals will be more satisfied with the status quo or don't know how to change. When choosing a job, it means that you won't quit because you have no idea, and you can find a job. This kind of "employment first" people need the help of external forces most, especially in the key decision of choosing a job. You can consult professionals who plan your career.

After solving the problem of how to jump, how to jump becomes a key step. There are three ways to choose a job now, such as job fairs, newspapers and other traditional recruitment modes; Popular online recruitment mode; A new job-seeking reward model. The first two ways of choosing a job are believed to be familiar to people in the workplace. However, with the development of online recruitment industry and the change of workplace situation, today's online recruitment market is facing reshuffle and re-layout. In the past, the form of website recruitment that simply published enterprise recruitment information has become a thing of the past, and the reward job-seeking mode of job-seeking recommendation highlights its own advantages.

Job hunting is actually a new channel for effective combination of Internet and personal recommendation, and talent recommendation is embodied through the Internet. It solves the problem of low matching between talents and enterprises. Job-seekers hope to find a good job. Through the stimulation of reward money, job-seekers can make full use of their personal network resources, and everyone can get their own income, which also reflects a market demand. Some experts predict that this new channel will subvert the previous online recruitment model and open a new chapter in online recruitment specialization.

Solve the problem of where to jump. No matter why you left your old club to find another job, it means that your old club has your dissatisfaction. Then, how to choose a satisfactory "new owner" has become a key issue related to the success or failure of job-hopping.

What is the company position you want to skip? Are you interested and confident compared with your current position? If you start from scratch, are you prepared? What do you know about the new company? Do you have a career goal? Does your new job provide you with a clear career direction?

These problems need to be considered clearly before job-hopping. If personal information is limited, you can consult professional headhunters, headhunting companies and career consultants. Because these people are often people with work resources or knowledge of human resources or contacts in this field. Their work resources are rich, their authenticity is strong, and their work information is updated quickly, which means that they have more "inside information". Are you going to jump ship, too? When you start to seriously think about these problems, it shows that you begin to pay attention to your career development. I hope the above suggestions can give some enlightenment to the people in the workplace who are ready to change jobs.

This type refers to my low working ability or limited level, disrespect for subordinates, dissatisfaction with superiors, and confusion in my own part or enterprise management. If I go on like this, I may be dismissed by my superiors or superior departments. If this happens, he will not be able to work in the original unit or department. For the sake of personality and face, he will be forced to resign and find another job in other enterprises or departments to save his personal face.

The outstanding talents of many enterprises have long been concerned by the bosses or managers of other enterprises, and they will often get in touch and communicate with them to express their intention to make great achievements with them.

These people are talents with excellent technical expertise or comprehensive quality, and some of them are noble people. For them, bosses and managers are people-oriented. We should always pay attention to their trends and mentality, communicate with them in time, express feelings and information related to their interests, establish more emotional exchanges with enterprises, guide enterprises to grow together with employees, link their interests with those of enterprises, and try our best to retain and support people.

This kind of people are more common, especially those who have relatively little business experience and no special skills and skills. People who "stand on this mountain and look at that mountain" usually don't get the attention of superiors or bosses, and the treatment given by enterprises is always too low. They still can't change their original state after "job-hopping", and they have a feeling of "not meeting their own talents" in their thinking concept and have arrived at a new unit.

Most of these people are people who have accomplished nothing, or people who are "half a bottle of yellow flowers" and will not be reused in new enterprises. Individuals may be able to find a suitable position and show some specialties. For such people, it can't be reused, and the training value is not great. Personality is moody, suitable for general routine work.

In enterprises, some people have different personalities. Some people have different personalities from their superiors, so it is difficult to communicate, or their superiors don't appreciate their talents and achievements, so they push and bump everywhere, which leads to hostility and rebellious psychology in their work contact, and it is difficult to show their talents and specialties.

It is impossible for such a person to succeed. He is not mature enough in the workplace, does not know how to communicate with his boss, and is self-righteous. Even if he "jumps out of the groove", he won't make great progress. Maybe he has some small achievements or greater achievements, which will show his immature side with the change of time. In use, we can only make use of some of his expertise. He can't handle things euphemistically, has no coordination and communication skills, and can't entrust him with heavy responsibilities.

This situation generally refers to the poor management of the enterprise, the low treatment given by the enterprise, which can not meet the normal needs of employees, or the enterprise is on the verge of bankruptcy, and employees are in danger of losing their jobs, so employees have to take the method of "job hopping" to escape in order to maintain the needs of families and individuals.

This means resigning from this enterprise for some "petty profits". Common ones are: first, enterprise restructuring and transformation. If you leave the enterprise, you will get a "no small" economic compensation, ranging from tens of thousands of yuan to hundreds of thousands of yuan. In order to get this compensation, you are afraid that the enterprise will "one day" run poorly, or you will not count on it, only pay attention to the immediate interests, give up helping the enterprise in the same boat, and take money to leave; Second, I am in charge of a project of an enterprise or have certain "expertise", and other enterprises use "small favors" as bait to let them give up their own enterprises and go to the arms of other enterprises.

For this kind of person, enterprises should use it carefully, at least not with personality. He has no credibility with the enterprise, and even sells it for a certain benefit. He is a man who is not injured.

In order to meet the needs of certain interests, betray the interests of one's own enterprise, or collude with each other at the expense of the public, bring one's business secrets to other enterprises, and get the position or interests of another enterprise. After "job-hopping", they gained momentum for a while.

Some private enterprises or some relatives and friends hold important positions in enterprises, and some people jump to other enterprises from the hope of getting higher treatment, or helping friends, or getting a stable position. This is also a normal job-hopping behavior.

Such people are not good at commenting too much on their own character. Generally, it does not harm the interests of others, but only seeks its own stability. But such people lack the determination and courage to innovate independently or break through the world independently.

Some enterprises have many talents, and some talents can't get the attention of enterprises for a while, and they are not satisfied with their posts and treatment. They are insignificant in this enterprise, but they are important in other enterprises, and will be entrusted with heavy responsibilities after "job-hopping".

This kind of person is a talent, or has certain technical expertise, or has certain comprehensive ability, which is similar to "passive wooing". In enterprise management, we should pay attention to establishing preferential policies for such people. Although it can't fully meet the requirements of such people, at least it makes him feel satisfied in terms of treatment.

There are some talented people who are reused by enterprises, but the promotion route deviates from the route they imagined, and they are promoted to a position with no development prospects, or a position where they can't give full play to their expertise. If this continues for a long time, they will become dull and waste their talents. He has changed his new job in other enterprises or departments, and his position may be lower than before, and his salary may not be as high as before. Starting from scratch, waiting for the next promotion or after long-term efforts, there will be greater promotion and great risks.