Job Hopping or Career Growth?
There has always been a negative stigma attached to the term ‘Job Hopping’.
At least once in our career, we must have heard of the term- ‘Job Hopping’. Interestingly, there has always been a negative stigma attached to this term. Recruiters have always had an unfavourable point of view regarding frequent changing of jobs by the employees and why not? High employee turnover rate directly implies increase in the frequency of activities related to supply of human resource to fulfil the deficit in the organisation. This ultimately implies higher time and utility costs for the organisation to bear.
But have we ever given some thought to the other side of the story?
Result of Disengagement?
Employee engagement has been the current mantra of most of the progressive organisations. But what most organisations have not realised is that they are doing it wrong at some point of time. Employee engagement is not always about deliberate participation of the employees into the ‘fun-filled’ activities organised by the employers. It is more than that- it is about the feeling of belongingness that an employee wishes to have in the organisation and employers need to understand that deficiency and work for it.
Job Hopping is the perfect example of the repercussion of employee disengagement in an organisation.
Leaving the current job by an employee is the most appropriate example of the repercussions of employee disengagement. What follows is the journey of hopping through jobs in a range of diversified organisations by the individual, until one lands down upon the most favourable organisation with his/her choice of employment engagement activities and higher level of job satisfaction. No matter how much of a hard worker the employee is, if one cannot adapt to the ideals of the organisation, that person’s survival in the organisation will definitely be at stake. What organisations need to understand is that the idea of ‘fun’ varies from person to person, and only an integrated approach to employee engagement can act as a catalyst in retaining employees and bring out the best out of them.
A few years ago, you might have heard this statement from almost all the large and small recruiters. Employees were, literally, terrified even at the idea of looking out for new jobs and basically settled for their current job for their whole life. Scared to switch! But why? Recruiters had the notion that those who changed jobs frequently were unstable in terms of their personality, and this might turn into a risk for the organisation as a whole.
Job hopping is dangerous to an individual’s career graph.
What was considered ‘Stability’ a few years ago, is today, considered ‘Stagnation’!
With the millenials jumping onto the job sector now, things are taking a new perspective. The negative stigma attached to changing jobs is being gradually depleted. In fact, hopping jobs in order to climb the corporate ladder has become the current trend among the millenial workers. What was considered ‘stability’ before, is now considered ‘stagnation’, and stagnation is unacceptable to the people who continuously want to learn and grow. Similarly, when an employee sees no scope of growth in the current organisation, one tends to hop for another better opportunity to learn and earn.
Not Scared Anymore!
Short-term job contracts have come up as a relief to the people who prefer working in a project-like job structure.
Millenial workers now, seldom consider frequent transition in jobs as a threat to their career graph. On the other hand, recruiters have become more liberal and considerate towards this concept. A valid reason of leaving the previous jobs backed up with strong evidences provided by the potential employee helps the recruiter in acquiring more transparency about the candidate. For individuals who prefer working in a single setting only for a short term can nowadays, opt for short-term contracts and consultancy projects. Today, workers have the option of choosing a like-able job from the huge pool of jobs with variations in longevity, nature and description.
Learning throughout one’s career is the topmost priority now.
Recruiters too, have geared themselves up to face the current winds of change. Millenials are always on the lookout for better opportunities in terms of knowledge, job positions and remuneration. On the basis of this reasoning, an ideal organisation for today’s employees must be a ‘learning organisation’. Creating an engaging office culture with free flow of knowledge and information is a suggested way of retaining employees.
The dynamism of today’s workforce culture has turned job hopping into a more acceptable approach among the recruiters. This change in perception should not be taken unfair advantage of by the individuals who hop among jobs only for the sake of monetary benefits. Genuine change of job due to better growth opportunities or personal reasons like family relocation and health issues are considered by the potential recruiters. This new wave of change in the thought process has brought in a positive light into the concept of ‘job hopping’. Consequently, organisations are becoming more welcoming to people with talent and skills overlooking the fact of how many organisations that person had previously worked for.