Rational Thinking On "Post Holiday Job Hopping"

Many people think that "post holiday job hopping" is a market disorder.

Some people even question whether this will affect the sense of belonging of more practitioners or whether it will bring a new round of occupational crisis. So it can be seen that people always face negative negative emotions against the phenomenon of white-collar job hopping.

However, for "post holiday job hopping", spectators, clients and managers should think more rationally.

After the Spring Festival, people are often regarded as the "job hopping season" in the workplace.

Nearly 80% of white-collar workers are actively involved in finding new jobs, according to a survey released by Zhaopin daily.

In addition, in the job hopping group, the percentage of actual job hopping after 90 was the highest, 77.8%.

In recent years, with the new generation of university graduates going to work, the topic of "job hopping tide" after the Spring Festival holiday will arouse heated debate in the society.

Many of them believe that "job hopping" is a market disorder.

Some even question whether this will affect the sense of belonging of more practitioners or whether it will bring a new round.

It can be seen that the phenomenon of white-collar job hopping is always negative.

However, for "post holiday job hopping", spectators, clients and managers should think more rationally.

Spectators need more rational thinking.

White-collar job hopping is no longer a new topic. It can even be said that the more intense the market competition, the greater the flow of talent, and will become a major trend in the future.

As the saying goes, "trees move to death, people move to live", job hopping itself is nothing bad.

With the increasing number of job hunting opportunities now, some people are not satisfied with the current situation. Changing jobs several times a year is no longer a novelty.

These people, according to their career planning, go to a larger platform and take the lead in their work. They should be envious and respectful to their favorite posts. Even if someone just listens to their hearts and wants to change their surroundings, they can change their way of life and start a new life journey. That's also a common feeling for people. They should be blessed and respected.

Therefore, we do not need to talk about other people's job hopping.

More rational thinking.

Practice has proved that some people "willful job hopping", and their own psychological comparison, overtaking desire, impetuous mood.

In reality, people tend to "expand" in the process of friends gathering and entertainment. This is also an important reason why white-collar workers often choose job hopping after the festival.

For this reason, some experts remind that white-collar job hopping must not be a rush at the moment, not to catch up with the wind, but to "think twice before jumping".

After all, there is a certain risk in job hopping. If the picture is fast and blindly, it will make itself more passive in work, lack of sense of belonging and safety.

Managers should think more rationally.

Why did Ma Yun treat employees?

He concluded that the reasons for employee turnover are numerous, but there are two truths: first, the money is not delivered; the two is grievance.

In the final analysis, they are "bad management" and make their employees "dry".

Ma Yun's summary is accurate and worth thinking deeply.

Therefore, employing units should be good at finding new pursuits and expectations of modern white-collar workers from the job hopping track of white-collar workers, timely reflect on whether their management is scientific, whether they can inspire employees' sense of identity and loyalty to their units, and whether their management can meet their career planning.

After finding out the crux of the problem, enterprises should have more actions. They should pay more attention to their employees, understand their psychological and ideological trends, and provide employees with a better and more satisfied working environment and working conditions, so that employees can see the future and do not let employees' grievances, so that they can have a sense of belonging and dependence on enterprises.

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