“It looks bad on your resume”
“It shows that you lack the sense of commitment.”
Have you ever heard these comments when someone reads your resume or an HR pro saying this during an interview?
These days, job hopping is a practical way of life. Gone is the idea of spending entire professional life at one company and ultimately retire with a gold-plated watch and a pension plan. If you talk to the Baby Boomer generation or older people, it’s not a surprising fact that they have worked for maximum 2-3 organizations in their lives. On the other hand, present generation employees, if we talk about those between 25-40 years age bracket, might have already switched 3-4 jobs.
In the present era, employees are more focused on finding their dream job which makes them fail to realize that such frequent job switching might jeopardize their entire career. Employees today are so much impatient that they don’t give their present jobs a chance to gain necessary skills and required maturity to succeed in their career. They don’t even realize that the next time they’ll face an interview, what questions might be red-flagging into their interviewer’s mind?
- You’re potentially a bad investment.
- You’re restless and will not stay for long.
- You’re unfulfilled no matter how much ever is given to you.
- You’re not focused on the long-term goals.
Frequent job hopping might hurt your career growth drastically. According to the Office for National Statistics (ONS), employees who stayed in the same job role in 2014, earn way more than those who left the job for a better opportunity.
But, what makes an employee to switch jobs?
Professionals have a long list of reasons for departing from a company; including corporate downsizing, insufficient career growth, unfair employee treatment, desire to get advanced degree, more money or completely switch to a different field.
Here, organizations too need to take important measures so that employees don’t feel deprived of growth. Companies can retain their employees for a sufficiently longer time by supporting their value systems, providing them meaningful work, becoming more social and understanding the generation differences. All this can be done by properly managing each employee’s performance through a Performance and Talent Management System.
Employees want to have an assurance of long-time career which only the organization can provide by giving a diverse career path to its employees.