Why do many people seem to have strong working ability, but they have been unable to find satisfactory jobs and frequently change jobs?

Every year after the Spring Festival, there will be a wave of job-hopping peaks, and many enterprises are losing blood. There seem to be too many opportunities outside for talents in some industries. Many RPO companies suffer from interview attendance all the year round, and the next rain may ruin a centralized interview. The more unstable entry-level jobs are, the higher the turnover rate of many jobs is.

In an era of free choice, especially when the economy is more active and prosperous, it is so easy to change a job or a life.

In today's rich material, we are used to changing things that are not so satisfactory and not mending them; Professionally, we no longer have the patience to analyze and wait for jobs that are not so satisfactory, but resolutely leave and quit in the case of disagreement. Even naked resignation is nothing new. We all hope that our next job is to do what I am good at and like, but:

So job-hopping can solve job dissatisfaction? Will the next job be a dream job?

According to the survey report of Gallup 20 165438+2003 10, only 13% employees in the world are devoted to their work, and 87% of them are not devoted to their work and are unlikely to be efficient. At the same time, the degree of engagement of Chinese employees is far below the world level, and the degree of engagement is only 6%. Source: Gallup Global Workplace Environment Report. In the United States, where the working environment is mature and the degree of specialization is high, 5 1% of American workers are actively looking for new job opportunities, and the degree of specialization is less than 30% (Gallup index: 2065438+February 25th, 2007).

When job-hopping became easy, satisfaction did not get higher. Obviously, job-hopping cannot solve most workplace dilemmas. Because people and the environment are changeable, it is often not job-hopping or even career planning, but action to get through the ups and downs in the workplace and get rid of career confusion. What supports positive action is often thinking and mentality. Maintaining positive thinking and mentality requires reasonable goals and appropriate career outlook.

Positive psychology research shows that when a person can independently control external things and decide his own situation, his satisfaction can be improved, and autonomy will bring great happiness to people. If we don't know what we really want, happiness will decline, and when we find new goals, happiness will rise. This rule will appear repeatedly after work.

Because once there is no goal, the overall happiness is obtained from others and easily influenced by the environment, classmates, friends and colleagues. Even if we get what we want, it is not necessarily what we need. And happiness depends not only on having a goal, but also on having the right goal.

There are two goals:

"Outcome goal" refers to what the result is, which requires clarity, measurability and evaluation. This way points to the achievable goals, that is, the goals of interest, such as accumulating wealth and getting praise.

"Experiential goals" are often experiential and process-oriented. That is, describe your psychological feelings, experiences and performances. Pointing to goals that don't need results or are difficult to achieve results is mainly applied to "processes and methods" and "emotional attitudes and values", such as learning and helping others.

If the goal set by girls is not more than 100, it is the result goal. If the goal is to become beautiful and better for life, it is the experience goal.

If the goal is a result-oriented goal, it is easy to lose the goal when reaching the result. Beautiful women who set outcome goals will be anxious if their weight exceeds 100, but they will use irrational methods to achieve their goals. The popularity of hunger therapy is not unreasonable, and beautiful women who set experiential goals will continue to try various ways of both internal and external training, such as fitness and reading. The disadvantage is that sometimes the goal is easy to blur.

At work, the set goals are linked to values, which is manifested as a career view. Different professional concepts, even the same job, will have different sense of accomplishment and satisfaction, such as the well-known classic fable of three workers building a house: three workers are building a wall on the construction site, and someone asks them what they are doing.

The first worker said angrily, "Don't you see?" I am building a wall. "

The second man answered seriously, "I am in Gai Lou."

The third man replied happily, "I am building a beautiful city."

Ten years later, the first worker was still building the wall, the second worker became the manager of the construction site, and the third worker became the leader of the city. There are many versions of the story, which are similar, whether it is true or false or the purpose of the story, but we can be sure that the job happiness satisfaction of the three people is different, precisely because of their different goals and different views on work and career.

Regardless of job type and salary, people's job value can be divided into three types.

The first wall builder's concept of work was called work. Work is only used to earn money to live, get material returns, earn income from life and earn money to support the family. Such people always pursue life satisfaction in activities outside work, such as their hobbies and time with friends and family. When the work draws to a close or the weekend approaches, their excitement will rise. They want to go home early, have a good rest and look forward to their vacation. In fact, there are many such people in an organization. Some of them are very dedicated, diligent and down-to-earth, but only in this way, they have kept their jobs and never thought about doing them better. Some are perfunctory. If there is a higher salary, better conditions will change jobs. This kind of people yearn for easy work, good pay, not too tired, don't want to take care of others, don't care much about fixed and boring work, and don't have high requirements for a sense of accomplishment and development. This kind of incentive pays more attention to external (money and material) incentives. I don't even ask for motivation, just stability. Such people are passive and submissive in their work. Finding a job is the goal, and there is no goal after work.

The second wall builder's working philosophy is to regard it as a profession. People who have this concept of work work for their own status and reputation. For this type of people, work is not only a means to get material wealth such as money, but also a means to get promotion and salary increase. Because they are very eager to get these things, they will work more enthusiastically. On the contrary, once there is no corresponding reward at work, they will be disappointed and angry. This type of person will actively complete the goals set by himself or the company, feel satisfied for a while after reaching the goals, and then set new goals immediately, so this type of person will always work hard towards the next goal, and there will be no end. There are many career-oriented talents who will resign even if they feel that their career has a bottleneck and there is no motivation. If they don't get a higher promotion, even if the salary is good, this type of professionals are self-demanding, purposeful and enterprising. Sometimes I overestimate my ability, so I can only go up all the way, demanding a lot of myself, having strong self-esteem and perseverance. To a certain extent, it is difficult to have an empty cup mentality. Earning 1 10,000 before the age of 30 and buying a house and car at the age of X are all results-oriented goals. If what they want to do (goal) is beyond their ability, they will be anxious. If what they want to do (goal) can't reach their ability, they will feel bored. Such people can't break through the limitations of the environment, so they always choose the so-called environment where they can play their abilities. Most of the whites in the modern workplace are like this.

The working concept of the third wall builder is called mission. People who strive for greater significance and purpose feel significance and social value in their work and have a sense of mission. They have positive initiative and high satisfaction in their work and life. These people rarely consider retiring or retiring. If objective conditions permit, as long as you are healthy, you will always keep working. For these people, work is the core of their lives, and work is their hobby. Nothing is better than being immersed in yourself. At work, they pay attention to the process and take the initiative, and such people are easy to specialize. "Deliberate practice" is a natural part of these workers' lives.

People with work-oriented and career-oriented professional outlook mainly pay attention to externalities and are easily influenced by external factors such as the environment of the company or team or the boss's praise, promotion, salary and bonus. The sense of mission is an internal motivation, and it is naturally good to get income and praise. However, people with a sense of mission do not rely on others to work, but work for their own inner feelings. When they achieve their goals at work, they can fully feel the significance and value in the process of achieving them. Just like before they reach their destination, they will fully enjoy the beautiful scenery along the way and the fun of traveling. When they move towards valuable goals bit by bit, they will feel deeply satisfied from the bottom of their hearts and move in the right direction. When moving in the right direction, you will feel a real sense of accomplishment and inner peace. He is a type I, self-driven person mentioned in Daniel Pinker's Driving Force.

These three different professional viewpoints may appear in any work, and they are not static in the work.

On our side, we can find the same job and different professional concepts everywhere, such as express delivery and take-away. This is a profession that almost everyone will come into contact with. The professional threshold is not high and the turnover rate is extremely high. Many learning experts greatly deny the long-term value of this kind of work, thinking that this kind of work has no added value of personal value, and it is only the most uneconomical thing in the world to exchange time for money. In fact, some people do a good job and are not necessarily more satisfied with this kind of work than high-paid white-collar workers. It's mediocre, it's hard to do, it's top-notch and it's top-notch. Wei Wang also led SF to ring the bell.

Many people started their work to make a living, giving full play to their talents and being recognized by the company, and changed from work-oriented to career-oriented. Some people work smoothly under the career-oriented work concept, and after experiencing adversity, job-hopping or entrepreneurship becomes mission-oriented and makes contributions to customers, companies and even society. However, some people with lofty ideals are mission-oriented at first, but the reality is cruel. Their significance and value have been defeated by real problems such as housing and materials, and their attention has shifted to improving their income or status, becoming a career-oriented work concept. Even because life is not easy, they have become part-time jobs in their own lives and families.

Take the headhunting industry as an example. It is a small industry in the field of modern human resources. After more than 20 years of development in China, it has hundreds of thousands of employees all over the country. But there are no headhunters or recruitment majors in universities. Like many knowledge-intensive industries, it has high requirements for the compound ability of talents, and it is an easy and difficult industry to enter. The headhunting team is uneven, and many people are full of pride when they enter the business, hoping to show their abilities in the allocation of high-end talents. In the process of work, they will feel that their work is simple and monotonous, gradually losing their enthusiasm, changing from mission-oriented to business-oriented only seeking sales performance, and even losing their sense of responsibility because of difficult performance, becoming a part-time work concept. However, some people enter the industry just for a job, accumulate knowledge and ability through continuous learning and communication with applicants, change from part-time job to career job, get benign feedback because they constantly exceed performance goals, and find meaning from their work. A few people will develop to truly take the entrustment of candidates and enterprises as their own responsibility, truly fall in love with this industry, and provide high-satisfaction consulting and sales. In this way, regardless of the ups and downs of the industry and the changes of the company, we can continue to learn and grow spontaneously.

In the workplace, we see that many excellent women perform better than men of the same age on the whole before giving birth, but after marriage, especially after giving birth, the proportion of female leaders in the workplace is declining, which is part of the requirements of social division of labor. Women take on more housework, more often by their own choice, because the satisfaction and achievements gained in family life will make women choose to change their career-oriented work view into a work/part-time work view.

At the same time, men who just choose to work are more inclined to have a more planned career, because they have more energy and physical strength, a sense of family responsibility, work harder and get satisfaction in the workplace. Become a career-oriented work view, and even become a mission-oriented work view in the sense of constantly looking for work and life.

Everyone has different characteristics and values, so it is impossible to say which is better: work, career or mission. But what is certain is that a mission-based career is more likely to succeed in both personal and social fields, because it is highly satisfied with work and life happiness and physical and mental health. Less anxiety and depression. In any organization, people with multiple career views will face challenges, not just what level you want to stop at. There are many versions of the rumor that Huawei was laid off at the age of 34 some time ago, so I won't comment here, but now we can clearly see that the modern workplace is cruel. If you don't take the initiative to iterate over your ability and professional outlook, it will be a matter of time before you are replaced and chosen, and insecurity and dissatisfaction coexist.

For those who have the concept of first job/part-time job, the biggest dilemma this professional concept will encounter is often the mismatch between ability and age and qualifications. When you are dissatisfied with the status quo, you must have a reliable way of living besides your job skills. In order to live the life you really want, financial security is particularly important.

For people with the second career-oriented career view, the biggest dilemma this career view will encounter is often that the environment and growth are not synchronized. These people have strong goals, but they will lose their goals after reaching the result-oriented goals, and some result-oriented goals, such as their promotion and development, are objectively affected by the environment. If they want to keep their career path, they should rationally evaluate the environment and their own characteristics, and have the decision-making power to change and break through the environment when the situation (environment) is wrong.

The person with the third mission-oriented career view is the person with the highest satisfaction with professional happiness, while the goal of the mission-oriented person is often an experiential goal, not a result-oriented goal. However, to maintain this state, we must also complete our mission. When encountering difficulties, we should stick to our active attitude, have phased results-oriented goals while experiencing, give timely feedback and guidance, and find a mentor or friend if possible, so as to constantly measure our progress, survive the autumn frost and winter snow in the workplace and not give up easily.

In the early days of the workplace, most people make a living by working. They should find their own career as soon as possible, constantly establish and adjust their result-oriented goals, and at the same time, constantly think and add experiential goals, and then establish their own mission-oriented work concept. In the process of achieving their goals, they will learn for life, continue to act and continue to improve, and they will be able to cope with and bear the difficulties in the workplace more freely.

The workplace is a relay race. Many times, the cause is not planned, but acted out. When you take action, you will iteratively upgrade your ability. No job is perfect, and the workplace environment and yourself are constantly changing. It's hard to get things done. If you are not doing what you really want to do, and your work does not match your goals, your satisfaction will decline, you will not be able to actively participate in your work, and your professional quality will also decline. If job-hopping can't solve the problem of job satisfaction and happiness, it depends on the coincidence degree of one's own ability and professional outlook. While improving your ability, you should also improve your goals and insist on consciously setting experiential goals. In most cases, job-hopping cannot solve the career dilemma for a long time. It is easier to change yourself than to change the environment. To maintain continuous action, we need to objectively understand and examine our goals and professional outlook, and adjust our thinking and mentality.