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Job Hopping At The End Of The Year: Finding The Real Value Behind High Salaries

2010/12/22 17:33:00 25

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Lisa, 24 years old, a marketing specialist of a IT company.

Having been in the company for nearly two years, the work is excellent. There is no expectation of promotion in the short term.

Then there is the intention of job hopping.

At this point, a new mobile phone manufacturer in China needs an experienced marketing manager who is very satisfied with Lisa, which is two times the current wage.

Faced with such temptation, Lisa jumped into the slot almost without much thought.

However, the new working environment has left Lisa a big surprise. The bosses of the new company are quite different from Lisa in terms of the position of the marketing manager, and even require the marketing department to shoulder half the responsibility for sales. Moreover, with the internal factions in the company, the Lisa work is very difficult to carry out. Although the high salary is in the old way, Lisa still withdraws halfway.

The end of the year is another round.

Job hopping storm

Again, then, face

High salary and opportunity

Ready to move.

Workplace personage

How can we polish our eyes and find the real value behind high salaries? Reporters interviewed Zhou Dan, a vice president of research and talent management expert of North Sen, "there are tricks for job hopping". First of all, we can not blindly choose to quit during this period because we often say that the end of the year is the peak of job hopping, and at any time, we need to plan accordingly.

In addition, to choose the right time, many enterprises, especially large enterprises, have annual periodicity in their work of human resources, and job seekers need to identify such a cycle.

(the original)

Look at yourself: set up a 5 year plan for yourself

We often say, "we know who knows."

Career planning has always been one of the most valued businesses of the North Sen company. In this field, North Sen has a higher position and leads the development of China's career planning.

Wang Zhaohui, President of North Sen, said: "the first step in career planning is self exploration. First of all, we need to know ourselves, know our interests, personality traits, life goals, and so on.

Before you choose a job, you can make a 5 year plan for yourself, and then consider whether this job can satisfy your own planning or what ways to meet this plan.

In the face of such problems, we must systematically understand the requirements of job hopping, seriously analyze whether they are competent or not, and listen to the advice of professional experts and friends, and have a comprehensive understanding of their abilities, and then decide whether to quit job hopping.

Look at the position: a clear career plan.

"Targeted," Wang Zhaohui, President of North Sen, said: "this is closely related to the self exploration we mentioned before. We have to explore ourselves and explore the external world. We need to identify what jobs we want."

Job hopping must have a clear goal, not like a group of migratory birds flying to the East and West, where money is more, where to jump, which company's fame will go wherever it goes, so that it will never become an eagle.

This requires every job maker to plan his career.

Clear your interests and cultivate pertinent abilities, and make a long-term plan for your future career development.

At the same time, it is more important to compare whether the two companies give their jobs their own development plans, and whether there is more room for growth.

Look at the company: fully understand the situation at home and abroad.

As the saying goes, "wise men are wise."

Wang Zhaohui, President of North Sen: "look at the company mainly depends on whether the company has built a perfect development channel and training system for its employees."

In job hopping, there must be double intelligent eyes. Not only should we further analyze our company now, examine our dissatisfaction with the company from various aspects, whether it is objective, whether the company management is sound or not, and whether the corresponding talent management system can be improved step by step.

After all, working in a familiar environment is always risky. If the company has a bright future, there will be no choice.

And for the next family specific circumstances should be more detailed understanding.

This includes not only salaries, benefits, company size, and development prospects.

More importantly, it is necessary to know whether the enterprise has a sound talent management system and whether there is a systematic training promotion plan.

For these situations, we might as well consciously observe whether the company has these conditions, whether the interview process is perfect, whether the interviewer is professional or not, and so on.

For the above job hopping two, Wang Zhaohui, President of North Sen, emphasized that "high salary, high position, high welfare" and other factors, in a short period of time, can really make workplace people feel the rapid upgrading of their value, but in the long run, these so-called high value are only relative and temporary. If there is no development, they will surely depreciate.

For workplace people, the real high value is ability and experience, which is closely related to whether the workplace environment is suitable for their own development. Therefore, it is the real value of high salary to know more about the talent system of new and old companies, whether there are sufficient opportunities for growth and development space.