3 Things That Need To Be Clarified Before The Workplace Flicker Away

Introduction: young people always feel the taste of early adoptions when they are looking for jobs, and then leave with a smart attitude. This is what we know about the workplace.

In fact, frequent flashing is absolutely harmful to people.

In addition to not upgrading jobs, it is also easy to induce mental illness.

Therefore, Xiaobian suggests that you should ask yourself three questions before you flash off and make sure that it is not too late to flash.

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look for

In fact, there is a certain degree of similarity between finding a job and finding an object. The reporter has seen a design of a recruitment TV program named "post to job", which is very similar to the popular "if you are the one" dating program. Most of the candidates on the program are employees who plan to job hopping. Many of them just want to "flash away" just after they work, so as to find another job.

In order to prevent employees from leaving suddenly, the company also learned to "multi mind" through control.

Frequent "flash away" is easy to induce mental illness.

Most of the workers who are frequent flicker will have more worries and anxieties than others. They will only focus their attention on units, leaders or colleagues, but rarely see their own problems.

As a result, they often complain about external objective problems such as bad corporate environment, bad relationship between colleagues, unfair leadership and other objective problems.

In fact, the situation of flash away people is not getting better and better because of frequent "flash away".

If you want to "flash away", then a career expert suggests that before you make a decision, you have to ask yourself the following three questions first and then carefully analyze and judge your real situation before you regret making hasty decisions in the new job.

NO.1: is the development goal of this job compatible with my major, personality, expertise and interest?

The core of successful career development is that the job requirements are exactly what they are good at.

Working in a job that is suited to one's expertise or skill is more flexible, and doing a job that you like is enjoyable.

If the development goal of this job is in line with your professional, personality, expertise and any point in your interest, you must be careful to choose "flash away".

NO.2: can this job provide me with a good platform and sustainable development space?

The decisive choice of the "flash man" is to choose a better promotion platform and greater room for development for himself.

So when choosing job hopping, we must consider whether this new job has sustainable development.

At the same time, we must have a sense of career development planning, and have a vision that can run through our entire career development career.

NO.3: does this job help me expand my connections or broaden my horizons?

A good career platform should be an open platform that can not only give full play to personal skills, but also help individuals expand their beneficial interpersonal relationships. It can help workplace workers accumulate their own resources in their work, expand their horizons and gain more experience and guidance.

Closed positions can only be regressive.

If you just want to avoid the entanglement of complex interpersonal relationships in your work, and just want to be quiet and comfortable, you will undoubtedly be sentenced to death sentence for your future career.

Change your mindset and try to adapt yourself to the workplace.

Professional experts believe that those who lack their own EQ have weak willpower. They do not choose to "rush into the storm" but encounter problems and difficulties.

Therefore, career experts suggest that in today's job market, job seekers should cherish their valuable job opportunities. At least two years before each job can slowly reflect their value, so the most important thing is to change their mindset to adapt to the workplace instead of fantasize to adapt themselves to the workplace.

Human resources summed up a way to deal with employees' flicker.

In addition to the good time of recruitment, the probationary period of new employees should also control the hidden costs such as human cost. Because of the higher job hopping rate of new employees during the probation period, some of the recruitment cost of the enterprise has not brought corresponding output, resulting in a certain loss. Therefore, the training time for new employees can be shortened, and there is no need for too much skill training, but only the basic enterprise culture and system standard training can be carried out, so as to control the hidden costs of this part.