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你跳槽的理由是否靠谱?

时间:2016-08-09 18:14 作者: 来源: 人气:

英文版本,请见下方。

随着求职季的到来,你可能会更新你的简历,而这样做会让有些人认为你想换工作,所以当你收到许多公司的邀请时不要吃惊。

 

但是也不要太激动。为了少受点罪而选择离职不应该是你换工作的主要考虑。一份求职者的职业选择表格将帮助我们理清选择离职还是留下继续拼搏的动机。表格分成左方的外部因素(短期)——代表正面动机,和右方的内在因素(长期)——代表负面动机。下方两格代表的是人们考虑换工作的理由,上方两格则是人们的受聘原因。

 

 

人们在考虑换工作时,总是过度考虑一些表面条件,比如职衔是否合适、公司交通位置是否便利、以及薪资福利如何等等。尽管这些条件相当诱人,但其实都是短期效应。如果这份工作缺乏长期的职业发展前景,那么对工作的满意度就容易下降,并产生对工作的负面感受。如此一来,员工很快又会产生离职的念头。在我看来,这种现象是一个满意度低、表现差、流动性高的恶性循环。

 

一旦内在的消极因素远远超过了积极因素,人们就容易考虑换工作。

 

来快速浏览一下这四个部分。如果你正处于“走投无路”(Going Nowhere)的状态,不用多想,马上递交辞呈吧。如果你“每天都在做苦工”(Daily Grind),尽管都是负面因子,但离职并不是唯一的选择,尚有补救的机会。人们在职场中左右为难,难以抉择。其最主要原因是个人缺乏足够信息来评估新工作的发展前景。把错误归咎于公司的人事经理以及招聘人员是很鲁莽的,因为他们通常只是想办法尽快填补空缺,而不是与求职者耐心讨论职位空缺的本质以及个人的未来发展机会。

 

因此,责任就落到了求职者自己身上。在寻找下一份工作时,我们应该拨开表面,深入了解这份工作对于自己可能造成的影响。以下就是求职者们进行职业风险自我评估的几个方面:

 

1. 了解这份工作的真正需求。请面试官来定义这份工作究竟需要什么样的人,可以问诸如“这个职位的负责人应该完成什么样的目标,才会被认定为成功?”这样的问题,也可以问类似工作期待、工作范围、可用资源、职位重要性之类的问题。

 

2. 了解能胜任这份工作的所需技能。如果对方开始请你勾选技能清单或者要你脑筋急转弯回答问题,你也可以反问他们:“这份工作需要这其中的哪些技能?”如果他们答得支支吾吾,那你大概心里也有底了——这份工作的定义并不清楚。

 

3. 了解公司为何会出现这个职位空缺。这是为了理解这个岗位是否有根深蒂固的问题,还是说它可能开创新局面。

 

4. 了解前一任员工为何离职。这可以了解人事经理的任选规则或者培养员工的能力。

 

5. 如何评估工作表现。如果面试官态度模糊,那就得小心了。好的面试官能够告诉你他们对员工的期望。

 

6. 了解未来的同事。设法接触未来的团队成员,毕竟工作伙伴是很重要的影响因素。

 

7. 询问面试者(部门主管)对该部门的愿景。了解未来主管的能力,就要看他怎么回答这个问题了。

 

8. 了解未来主管的领导风格。主管是控制狂还是无为而治,是反应敏捷还是循规蹈矩,你需要确认你们彼此是否契合

 

9. 了解公司文化。找机会询问公司内部人士,谁是决策者、公司对于变革的接受度、工作松紧程度、公司政策以及基础设施的情况。不要为那些陈词滥调和华丽的客套话买账。

 

无论你是否决定接受新公司的聘书,都不要被公司好听的头衔迷惑。也许上任的第一天就会让你轻飘飘,但不出三个月、半年你可能就愈发无足轻重。最重要的是,你将实际执行的任务、学习的事物、与你一起工作的同事们将怎样促进你的职业生涯发展,给你带来成就感。这也可以避免“每天都在做苦工”中的负面动机日积月累成大问题、避免“走投无路”成为你又一次离职的借口。

 

来源:Linkedin


The Right And Wrong Reasons For Changing Jobs

As the job market heats up, it might be time to update your profile. Just updating your profile is a clue to the folks that you’re thinking of switching jobs, so don’t be surprised if you see more job opportunities pushed your way as a result.

 

But don’t overreact. Leaving a job to minimize pain should not be the primary reason for accepting another job. This idea is captured in the Job-Seeker’s Decision Grid. The bottom half of the grid represents the reasons why people consider switching jobs. The upper half represents reasons why they accept offers. These negative and positive motivators are divided into extrinsic (short-term) motivators shown on the left, and intrinsic (long-term) motivators shown on the right.

 

 

When considering a job switch, too many candidates overemphasize what they get on the start date of their new job – a title, location, company name and compensation package. While positive, these are short-term and if the job doesn’t represent a long-term career move, job satisfaction will quickly decline and the negative motivators will quickly reappear. I refer to this as the “vicious cycle” of dissatisfaction, underperformance and turnover. The decision grid can help job-seekers make more balanced career decisions, even when the pressure to leave is overwhelming and there’s a sizzling offer in hand.

 

Consider changing jobs when the intrinsic negatives outweigh the positives.

 

Quickly review the descriptions of the four categories. There is no question that if your job is “Going Nowhere” it’s time to change jobs. If the “Daily Grind” is getting you down, you should consider some short fixes but changing jobs should be just one of your options. The big problem for most job-seekers is that when given an offer there is usually not enough information available to make a full long-term career assessment. This is largely the fault of the company, hiring manager and recruiter involved in the process. In their rush to fill jobs as rapidly as possible with the best person who applies, little thought is actually given to the actual job itself and the potential opportunity it represents.

 

In this case, it’s up to the discerning candidate to better understand that what on the surface might appear to be a fine career move, underneath might be next year’s excuse for why you want to change jobs again. Here are some simple things you can do to conduct your own career due diligence.

 

1. Understand real job needs. Ask the recruiter and/or hiring manager to define real job needs. If you get a sense the interviewer is flaying about ask, “What’s the most important goal the person in this role needs to accomplish in order to be considered successful?” Then follow up to further clarify job expectations, finding out the scope of the job, the resources available and the importance of the job.

 

2. Convert “having” into “doing”. When someone starts box-checking skills or asks a brain-teaser, ask how the skill will be used on the job. If the person stumbles on this, you have a clue that the job hasn’t been defined too well.

 

3. Find out why the job is open. The point of this question is to discover if there is some inherent problem with the job or if it’s the result of a positive change.

 

4. Ask what happened to the last person in the role. This is often a clue to the manager’s ability to select and develop people.

 

5. Ask how performance will be measured. Be concerned if the hiring manager is vague or non-committal. Strong managers are able to tell you their expectations for the person being hired.

 

6. Go through the organization chart. Find out who’s on the team and who you’ll be working with. You’ll want to meet some of these people before you accept an offer. If you’re inheriting a team, ask about the quality and your opportunity to rebuild it.

 

7. Ask about the manager’s vision for the department and the open role. This will give you a good sense of the capabilities of the hiring manager, his or her aspirations and the upside potential of the open job.

 

8. Understand the manager’s leadership style. There could be a problem if the manager is too controlling or too hands-off, reactive or a planner, or a coach or a super techie, etc. The point: make sure your style meshes with the person you’ll be working for or you’ll be disappointed in a few months.

 

9. Find out the real culture. Ask everyone you meet how decisions are made, the company’s appetite for change, the intensity, the politics, and the sophistication of the infrastructure. Don’t buy into the platitudes and fancy vision statement.

 

When considering whether to accept an offer or not, don’t get seduced by your desire to leave or by the Big Brass Employer Brand and what you get on Day 1. These will all become less important 3-6 months in to the job. Instead emphasize what you’ll be doing and learning, the people you’ll be working with and how this all meets your career and personal needs. This is how to prevent the “Daily Grind” from becoming too big an issue and a “Going Nowhere” job from becoming your next excuse for leaving.

 

Source:Linkedin

(责任编辑:职场达人)