My experience of switching jobs 6 times

In 2012, he worked for a leading company in the construction machinery industry for 5 years. Thinking about it for five years, I was very tired from work and wanted to go out and see the opportunity outside. I took up a manager position at the age of 27, and I have stability. It should not be a problem to go out to change my ideal job. I just started riding a donkey and looking for a horse to deliver my resume. There were many opportunities for interviews, but they were all unsatisfactory positions. Considering that it was really inconvenient to often ask for leave to go to interviews, I resigned naked.

After I resigned, several companies I liked asked for interviews but they didn’t agree . superior. During this period, I did not believe in evil, and I interviewed for management positions in several companies one after another, but they were all rejected for similar reasons: I don’t understand management.

> > Yes, at that time, due to the rapid expansion of the company's business scale, many new business departments were established, and the expansion of the business scale required a lot of management personnel. I was fortunate to be promoted to become a management personnel. promoted. Although he has undergone a lot of management training after being promoted, his management, horizontal communication, and interpersonal handling are all very green. When I go to the general manager, I have caused a lot of interpersonal resistance in the business, so that the work always needs to be coordinated by the top management. At that time, I felt that this is the way to do things, so I should take things as their own and push forward with an iron fist. Later, I also verified my failure. Direct superiors often say that they have problems with communication and management, and subordinates are also dissatisfied. >

It is not so much that I was promoted, it is better to say that I was randomly selected at a suitable time. It was like winning the lottery, but I worked harder than others and was seen. It is said that the ability is still lacking. Those management pasts can't be counted as experience, at most they are experience, and they are not so good-looking.

Years later, I saw a sentence that was deafening: a lot of times your achievements have nothing to do with you, you can do it just as well as someone else, and you mistake the platform for the ability. Getting things done is just the resources at work, and you are just the people who are arranged to use the resources.

After going through such an interview, I let go of my obsession and felt that I might not necessarily be suitable for a management position, and chose to start from a basic position. A company that was a little smaller than the previous company accepted me, and when I entered, the position and salary were considered to be accepted by myself. Before going in, I thought a lot, for example, the company might be small in scale and have problems with management, etc. I took all kinds of worst plans into consideration, but later I found out that I was still too immature, with complicated interpersonal relationships, and one department The two leaders waited, and they were very xenophobic. After two months of entry, they couldn't do anything and left.

Afterwards, I started to apply for a job again. It took more than a month to apply for a job again. There were interview opportunities, but there were still no suitable opportunities. Finally, I finally got a good opportunity. After I go in, I will go on a business trip. Once I go on a business trip, I will go on a business trip for a month and a half. After returning to the company, I have to continue to travel for less than a week.

I didn't personally feel that when I was on a business trip for a long time, I felt nothing, but when I really experienced a business trip, the feeling of wandering was very strong. At the same time, although I didn't check in when I was on a business trip, the worst thing was that any time was work time, a report To be handed in tomorrow, you have to rush to work until the early morning. The boss said that you can rest more during the day when you are done, but there are also daytime things during the day, and the wear and tear of this state on the body is not reversible by resting during the day. Finally, less than two months later, he resigned again.

Many times, we imagine acceptable management requirements, job attributes, etc., only to find that we are not suitable after we really integrate. Because what we think is an idealized state.

In this way, I stumbled and changed 6 companies in 2 years, and finally stabilized in one company. It is not so much that I stabilized, it is better to say that I am tired of job hunting. I no longer know what I am suitable for and what companies will want me, so I doubt myself extremely, the pressure of job hunting and the pressure of life force me to bow my head. In the end, I can only make a last resort and accept a person who is almost the same as the one I just graduated from. Payroll restarts.

I have seen a statistic that it usually takes three to five times to find a satisfactory job after leaving a job, and it is very likely that the one found is not 100% satisfied, but only in the near future.

In the next few years of work, friends around me changed jobs and served many clients when I was a career development consultant. I saw that many people did have the same situation when they changed jobs: there is a high probability of failure to switch jobs. Once you fail, you will not admit defeat, and will continue to dance. It will not be stable until after three or five copies, and you will be able to "get it", and time, ability, income, energy, heart, etc. will be tossed to the ground. Served a job-seeking client and worked for a Fortune 500 company for 4 years. Every job after that was less than one year, and the longest was no more than 9 months. It lasted for six years. Going up to cheat "hidden filth", how tormented he was, and he would even regret his original resignation.

What you want is simple, what you don't want is complicated

The failure of many people to switch jobs is often because they think of quitting and job-hopping as ideal and very simple, that is, talking about money and positions, ignoring the multi-faceted nature of job hunting, and ultimately failing and having to keep jumping, no redemption.

The basic elements of choosing a company include salary, work and rest time, vacation time, work location and other factors. These factors are the underlying basic needs of our job-hopping and job-hopping. Factors such as cultural atmosphere and interpersonal relationships entering the company also determine whether we can stay in the company for a long time.

> > I am a former colleague, and I have thoroughly investigated all aspects of the job-hopping. The company is developing well, the boss has a good pattern and leadership, and the remuneration package has also been greatly improved. As a result, he wanted to leave within a month after he entered, because the department he was in was in. It was very easy, and the boss didn't think clearly about the future business direction of his department. He watched other people busy but he had nothing to do. He felt that he was redundant, and he chose to leave because of embarrassment. >

This is a typical limitation of job-hopping selection dimensions to a small range, which leads to ignoring many risk factors when choosing a company.

How to hedge against those unknown risks in the process of job-hopping?

Considering job-hopping as a career investment, then we have to balance risks and benefits in this investment process. The key is to control the relationship between risks and benefits. There are four methods:

1. Risk prevention before job-hopping - minimize unknown risks in advance

During the interview, some prudent bosses will choose to communicate with the interviewer round after round, the ultimate goal is to reduce the risk. As job seekers, we can also understand the various dimensions of the company through the interview, in order to reduce the risk of job-hopping.

In all the dimensions listed above, salary, working hours, etc. can be clearly determined. It is only necessary to clearly analyze the salary conditions and working hours given by the other party during the interview, and do not omit the form of payment, Assessment methods, etc., then there is no problem, and in other dimensions, to avoid risks as much as possible, you need to "use" 2 people in the process:

HR: HR is connecting with you during and after the interview, so questions related to corporate culture, company atmosphere, the management style of your direct superiors, the atmosphere of your team, etc. can be inquired through HR, and HR I also hope to recruit someone who is stable and matched with the team, so I can ask HR about such questions and then match myself.

However, HR's position is that you want to go. At the same time, you should not show too much stage fright in the process to affect your own score. You must use some more objective expressions to ask questions when asking the other party.

> > For example, when asking about the management style of the direct superior, ask "What kind of management style is the direct superior of this position? What kind of subordinate is he more suitable for?" HR will be happy to answer such a question. Another example is to ask "how is the team atmosphere and behavior style of the department to which this position belongs, and what style of candidates would be more suitable?" It would be more suitable to ask about the team atmosphere and so on. >

When interviewing with the direct above, you also need to "interview" the other party in the process. By asking some questions, let the other party answer, so as to see the other party's management style.

> > For example, ask the other party whether they want the subordinate to report more and listen to the command, or whether they want the subordinate to not disturb the work of the subordinate, and you can find a way to output the result by yourself. Such problems can be considered in advance to sort out some dimensions of the problem points that you care about in the superior management and team atmosphere, and compilation becomes a problem. >

Such an interview can greatly reduce the risk of job hunting and ensure that the position is highly matched with one's own needs only when the offer is obtained. If you go too far, you will even feel that you are a person with ideas and a comprehensive view of problems.

See my article on how to judge a company during an interview:

"How do you judge whether a company is good or not during a job-hopping interview? Three ways to teach you to avoid pits

"Job-hopping: Choosing the wrong boss is exhausting and has no future. These four points determine whether the boss is worth following"

2. Salary increase of at least 20% or more

Even if we have mastered some methods to judge whether the company is suitable during the interview, it will only reduce the risk, and will not reduce it to 0. Therefore, there must be many factors that cannot obtain accurate and complete information in the job interview, so there must be risks when changing jobs, and when the risks increase, then there must be a point to consider, that is, whether the benefits are worth taking such risks.

If the yield is low and the risk is high, why do this business?

The income is the salary increase. In general, if the salary increase during the job-hopping process is less than 20%, it can be said that there is basically no need to change the job, because the salary is discounted for three months after the job-hopping probation period, and it is difficult to obtain outstanding performance within half a year after the job-hopping. There is a potential risk of job-hopping failure in the next salary increase opportunity, so the salary increase should be at least 20%, and if it is lower than 20%, there is no meaning for job-hopping. Considering the acceptability of the enterprise, 30% is the ideal value for salary negotiation.

Of course, if the risk factor of the enterprise is small, such as a company with a very good reputation, and it is a company that has a good understanding of the company, there is no discount during the trial period, and various benefits are complete, then the risk factor is low, and it is combined with future development. Possibilities and expectations for increases can be reduced. On the contrary, if you go to a company with little future development and various uncertainties, then the salary increase must be increased by a larger margin to hedge risks. Methods.

> > In a leadership course, the teacher said that when Alibaba was still relatively young, Jack Ma hired a person from a Fortune 500 company to be an executive, but the salary was only 500 yuan. Years later, it was proved that this executive's choice was right, because this is his worth hundreds of millions. However, from the perspective of job-hopping risk, this is obviously a situation where the risk is very high and the revenue is seriously shrinking, because it was difficult for Ali to see the future height at that time. >

3. The best risk prevention is not to change jobs - are there other alternatives

The lowest risk situation is to stay away from risk, that is, stay away from job hopping. The most frequent reasons for quitting when changing jobs are money, position, superior management ability, and job pressure. For these reasons, there are opportunities within the company through salary increases, job transfers, and changing departments, especially many large companies have green Channels change departments within the enterprise or even between business departments and branch companies.

Therefore, when we want to leave or change jobs in a company, we can first go to the job market to see opportunities, interview, and get opportunities. If we have an ideal position, we must not be carried away by victory at this time, and immediately resigned. The most important thing to do at this time is to take the negotiated ideal position and use it as a standard to obtain the same or similar employment conditions from the current company, including salary, position, department and so on.

The reason is simple, even if you are satisfied with the position, you still know far less about him than the company you are currently working for, which means it still has a lot of risk. If you can't win it many times in the company, then it is rational to choose this position again.

Unless you are staying in the company for too long or have no good feelings for the company, and it is impossible to stay no matter what position you are given, then consider finding a job and leave.

If you can't find a suitable position, it is recommended to get rid of the idea of ​​job-hopping first, and look again after half a year or even a year, because your requirements and abilities exceed the current market demand, and the biggest risk in job-hopping is to resign , do not speak naked at any time.

4. How to stop loss if the loss has been caused?

When an investment fails, you need to quickly withdraw your investment, which is the most efficient way to stop loss. When we fail to change jobs and find that the company is not very satisfied, it is not the best way to leave immediately, because leaving immediately means another naked resignation and a quick job change, which is a one-time job on the resume. Serious deductions are all direct and indirect losses caused by risks.

Generally, after job-hopping, it is found that most of the failures of job-hopping are due to factors other than salary, work and rest time, that is, factors such as work content, work atmosphere, etc. If these problems are caused, try to keep yourself as much as possible, and try your best to complete one year, so that You will not be affected too much in terms of income, and will look a little better on your resume. At the same time, during this period, you can continue to look for new job opportunities without giving up. If there is a position that can be negotiated, it is good. Often after many people fail to change jobs, the choice that can be stabilized after many times of job-hopping is a last resort. Because of the long-term lack of income, there is economic pressure and the collapse of their own mentality.

And if it is because of business operation problems, if you find that the company can't pay wages after entering, you need to leave immediately, because one more day of work means one more day's loss.

> > To sum up, there are four steps to control the risk of job-hopping: >

> > 1. Salary increase of at least 20%, otherwise the risk of job-hopping cannot be hedged. >

> > 2. If you can not change jobs, you will not change jobs, and solve the motivation of job-hopping within the enterprise. >

> > 3. Learn to interview companies during interviews to reduce unknown risks of companies. >

> > 4. After the job-hopping failure, don’t make any bare words at will. Persistence is the stop loss. >

In fact, it is easy to understand the risk of quitting and changing jobs, but often underestimate the problems caused by risks when changing jobs, or do not take into account all the risks of judgment, and only know why it failed after failure.

This is also a common problem when job-hopping. Many people know what they want, but they don't know what they don't want.