How Can Job Hopping Affect One’s Career?

“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.

Frequent job hopping-TeamWise

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.


How to Tamper-Down the Toxic Employees’ Negativity?

An old adage states People are hired for their talents and fired for their behavior“.

To be sure that a noxious worker does not make your workplace culture sick, preventive measures are a must to take. Toxic employees like a cloud of noxious gas, can poison your work environment thereby affecting your staff. So, what is the best way to avoid hiring one like this?

Putting a little extra care and effort in the hiring process can prove to be a great time saver and help in reducing the hassles caused by the wrong employee down the line. But what an employer should do if a potentially hazardous resource has developed in the organization or was flourishing from a long time?

Know-How of Identifying and Dealing With Obnoxious Employees

What If The Employee Is Already There?

Sometimes, even after putting all the measures in avoiding the bad hire, companies end up with one or more employees of negative temperament. Now what?

Most experts agree that the first step should be a swift confrontation with the problem or the problematic employee, before trouble arises. Have a discussion with the employee to understand the problem and try to tackle it as soon as possible for minimum damage done to the organization.

By exhibiting some behavior patterns, people often fail at work and become hostile towards the organization.

Following are some characteristics of TOB (Toxic Organizational Behavior):

  • Aggressiveness: Diverting resources from productive work environment into fight or any other defensive operations.
  • Lack of Credibility: Credibility lacks and mistrust arises when people don’t do as per their commitment.
  • Egotism: Developing a culture of give-and take compromises to satisfy one’s own self-centered nature.
  • Disorganization: With the lack of personal organization, organizational requirement like focus, discipline and structure are hard to meet.
  • Passivity: An employees’ behavior that is completely opposite to taking initiatives for maximum performance.
  • Resistant to change: Rigidity and change resistance can guarantee failure in this ever-changing world which requires continuous adaptation.

Employee behavior is not generally included in the individual’s performance measurement, thus organizations often end up with toxic employees. Moreover, a hostile employee might indulge in indirect costs for an organization and can become a potential financial burden. Thus, the toxicity should better be avoided in the first place or diluted to minimize the damages.

Culling Out The Toxic Employee In Hiring Stage

Avoiding a bad hire seems to be easy to say rather than practically done. Checking references might help in this context and should be performed, even if it is time consuming. It helps in predicting the candidate’s behavior in different situations given. Along with this, to sense how an employee will function at work, behavior based questions can be asked.

These simple but effective interview tips might help you to uncover major problems early in the process.

  1. Ask potentially toxic questions like asking for five things that the candidate liked least about the current or last company he or she worked with.
  2. Have a team rather than an individual to sniff out the toxic employee while interview.
  3. Enquire how good the candidate is at handling difficult situations.
  4. Make sure that the references given by the candidate are actually reached.
  5. Look for “we” rather than “I”. Identify whether the candidate includes his / her team in the accomplishments achieved or all the words that come out are self-centered.
  6. Watch for any previous complaints and decide accordingly; remember history repeats itself.

Asking negative questions might force the candidate to give more authentic replies.

Determining whom to hire and whom to avoid isn’t that easy as it might look. So, implying these tips might help in reducing the threat of having a toxic Employee On-Board and minimize your chances of hiring negative workforce before things go out of hand.

Secrets To Retaining Quality Employees

Considering the increasing competition and thrive to survive, staff cut-off has risen in many organizations so that they do not deviate from the budget. As a result existing employees gets a lot of workload, disengagement and a feeling that they are under-valued. Subsequently a perception of low job satisfaction arises and they start looking for a better opportunity.

Retaining potential employees is a vital and challenging task for a company HR for the reason that new hiring and training for the desired task involves a lot of costs. To reduce the overall costing, it is better to cling to the existing employee and make efforts in retaining the talent.

Retaining Quality Employee

Following are some theories that an employers need to apply in effectively retaining valuable resources.

Valence Theory – Valence refers to the degree to which employees’ expectation matches the organizational rewards. It is very important for managers to maintain this valence and align organizational goals with the employees’ needs in order to retain him/her with a company. For this a proper reward system has to be designed to ensure maximum employee job satisfaction. A low degree of valence means that you might be at the risk of losing a potent employee.

Equality Theory – This theory mainly deals on the basis of fairness and equality among various employees of an organization. If an employee feels that he/she is being treated unequally and a fellow employee is given more preference, then it is a sign of dissatisfaction. This matter should be seriously taken into consideration and an employer must see to it that all employees get proper recognition.

Satisfaction Theory – There are many aspects of employee satisfaction, let it be equality, rewards, office environment or sometimes hygiene. If any of it is missing, then it creates dissatisfaction among the employees. Thus, in order to ensure maximum employee satisfaction, an employer is required to take care of all these factors.

Motivation Theory – There is a direct and casual relationship between employee retention and motivation. Motivation acts as a medium for an individual’s success and growth as well. A simple recognition like “Well done” or “Keep it up” might boost up your employees’ morale and he/she will be more interested in the work.

An employer who follows all these theories is sure to retain his employees for a long time. Having that said, a fully customizable and a comprehensive HRMS tool will also be of great help to effectively handle all the HR related functions.

To wrap-up it can be said that cost-saving technique might be good in the sense of surviving the on-going cut-throat competition, but employees’ gratification shouldn’t be affected due to this. By employing a proficient HRMS, an organization not only cut on costs but even recruits, develops and preserves the most capable employees.

What Cartoons Help Us Believe is, ‘Believe in Yourself’!

TeamWise Article_Cartoon Characters(By : Prateek Sharma)

We all have spent our childhood listening to fairy tales and watching cartoons. Remember how crazier the days were when we tried to personify our favorite superheroes.
These cartoons, carried a very strong message for us too, that we experience every now and then in our daily lives.
Here are a few lessons that our favorite cartoons taught us…

Learn More @TeamWise-HRZone @Payroll-Software @TeamWise

What Lord Shiva Teaches HR Professionals This Maha Shivratri: Stay Unbiased!!

In my previous post on Lord Shiva, Lord Shiva Personifying the “Ideal” Entrepreneur!!”, I portrayed the different forms of God of Gods, Mahavdev such as Rudra, Shipra Prasadi and others into different entrepreneurial roles. But, apart from just these traits, the deity has innumerable skills and capabilities that make him the complete institution in himself.

Lord Shiva, one of the three superpowers has a lesson for every individual through his great legends. Mythical studies have clearly proved that he was an impeccable character and always chose to stay away from the “materialistic” world.


While, he is the “Bholenath” and has so much to learn from, yet one of his skills of being detached from materialism gives a great learning to the Human Resource professionals across all industries.

Everybody knows that Lord Shiva is the only God who is equally worshipped by Devas and Rakshas. Now, with a corporate perspective, every organization comprises of different performance categories of employees and these include top performers, average performers, below average performers and the poor performers.

Here, just like Lord Shiva didn’t bothered about the nature of the worshipper and admired his/her true dedication towards the God, similarly, HR person must also keep self unbiased and treat every employee equally. There can be many reasons or limitation at individual level that contributes in his/her performance, but HR should be the same for every employee. At the appraisal time, you must focus on every employee’s intention and efforts instead of the outcomes. Yes, outcomes are important, but other aspects do matter equally!

Thus, you must not make underperformers feel low or un-catered as compared to the top-performers. This will help you establish a balanced approach towards managing your human capital as well as keeping all employees satisfied and happy!

Take care of Your Employees and Keep Learning From Lord Shiva at different phases of your organizational convoy.

Happy Maha Shivratri!!! 


Is Your Workforce VUCA Ready?

Constantly changing business climates are clear examples of the VUCA situation that stands for Volatility, Uncertainty, Complexity and Ambiguity. Earlier, the term was used to denote severe political conditions, but now they have more relevancies to the business environments. Usually businesses used to plan to deal with the uncertainty, but now uncertainty is an anticipated aspect to run businesses and for this the leaders need to work with a proactive and agile approach.

With the talent shortage shooting up, it has become a prime concern for the leaders on how to keep the talent as prime agenda during VUCA times. Black swan events (that come as a surprise) keep occurring in this VUCA world and that is our “new normal” these days.

Dealing With The VUCA Times

Thus, the talking point here is what organizations can do to help the workforce successfully deal with these events and situations??

The Communication Ladder:

Ensure that the messages going down the leadership ladder are communicated in alignment to company vision and without any discrepancy. With shifting priorities, every piece of information must be well communicated and clear.

Use Adversity to Build Talent:

Existing business eco-systems are running on adversity and accepting rapid changes. Adversity makes your talent stronger and brave to deal with challenges at hand. The time is not to repent over the situation and is to act. Organizations must anticipate any undesirable change and make plans for the worst. HR pros must be ready to realign policies and procedures as your workforce may give you shockers time to time.

Embrace Digitization:

Workplaces are changing like never before. Earlier, when the employees were not even allowed to check personal mails, now the companies openly allow them to engage on social media as well as set up gaming zones for them.

Trust the Gen-Y:

Gen-Y is your trump card now! No other generation of employees can be more willing and enthusiastic to face the VUCA environment as Gen-Y. These people are willing to explore all those unexplored areas and experiment with the challenges that are out of conventional roles. This means organizations need to leave those conventional practices and offer talent with more agile, challenging, exciting and flexible job roles. They simply need more “LIFE” at work!

Optimize Multi-generational Workforce:

While an organization does not only have the Gen-Y, try optimizing the combination in the best possible manner. Make strategies to boost up the morale and enthusiasm using Gen-Y, while making the people more knowledgeable through transferring knowledge from the Baby Boomers. Thus, make it the best blend with rebels as well as the followers!

This is the time to act, perform and outsmart the unknown risks and events that can arise any time. Be innovative, be agile, and make your workforce stand like a rock in front of any situation. Use smart strategies to offer more to your employees and this is not just the compensation, be the best career ladder for your talent!