"Resignation risk" and "low jump effect"

I. Face up to the "Resignation risk"

According to the modern human resource management theory, resignation is actually an Investment Behavior for employees who are the subject of human resources, that is, by leaving the original job, this investment method can achieve the goal of re-employment or other purposes. However, all investments have to bear certain risks. Similarly, the departure may also lead to the loss of time, economy, and other losses, which I call a "Resignation risk ".

Resignation is different from other forms of investment. The purpose of a general investment is to directly focus on predictable profits and returns. In fact, in the workplace, there are often many reasons for resignation, and only a small portion of the cases where the goal is purely oriented to direct resignation. Therefore, as a professional who has a career plan and has formed a "career anchor", if you decide to leave your current work unit one day, ask yourself two questions responsibly: what is the real reason for my departure? What will I get after I leave?

Simply put, the reason for resignation is nothing more than material and spiritual. Specifically, compensation and benefits are not satisfied, work relations are not harmonious, there is no space for development, or there is a better career direction. "People go to a high place, water goes low", if you already have a better career, it is really understandable. For other reasons, you have to think twice. Any problem occurs before you take the initiative to seek a solution, so you should make a decision on leaving the company.

Ii. Avoid "low jump effect"

The "low jump effect" indicates that when the reason for resignation or the departure destination is unclear, the hasty resignation may lead to a stronger desire to resign, as a result, frequent termination of employment is not normal and it is constantly low. It is necessary for any departing employee to guard against this kind of "low jump" chain reaction, and this chain reaction is very likely caused by the failure of the first job-hopping.

In fact, the risk of resignation depends largely on two factors: the first is to correctly understand the reasons for resignation. In more cases, the reason for leaving the company is all out of the box, which is subjective and one-sided. It is necessary to preserve the truth and understand the objective situation. Only by confirming that the reason for resignation is true can a correct judgment be formed. The second is to recognize your career development plan and confirm your whereabouts after leaving the company. There is no good at least an upward departure direction, which will have a harmful impact on your career and is very likely to become the beginning of the "low jump effect.

The reason for leaving is only a thrust, and the departure direction is an incentive, that is, tension. Only when both of them are appropriate, that is, the normal development of a career, leaving is the true right choice.

Iii. "correct treatment"

I have figured out what is "Resignation risk" and "low jump effect", and then I will analyze the common reasons for leaving the company, the author suggests that friends who intend to resign must make three "correct treatment ":

1. correct treatment of inharmonious working relationships

At work, we often see employees who resign angrily because their work relations are not well handled, especially when they are not well handled with direct superiors. In fact, communication, as a capability, is already essential to practitioners. Therefore, when a problem occurs in a work relationship, we should first consider how to enhance communication between them, improve poor working relationships. If efforts do not improve, consider other methods and leave the job at the end of the selection.

The level of communication skills and abilities may lead to a new world or a mess in your career path. Resignation due to poor communication is very likely to lead to the formation of a "Communication Phobia", and thus escape adult habits, further resulting in frequent resignation, the lower the jump.

2. correctly treat salary and welfare issues

At the beginning of employment, the employer will clearly inform the employer of the remuneration and benefits and confirm the benefits in the labor contract. Therefore, the dissatisfaction of salary and welfare mainly lies in dissatisfaction with the salary adjustment margin or the salary adjustment basis, or because of the imperfect salary structure, the salary difference between the same job and the same job is too great, the comparison between salary leads to loss of confidence in the obtained salary, which leads to the idea of leaving the company.

In this case, we should re-objectively examine our work performance and capabilities, and correctly understand the position of our current position in the development of our career, do not tangle with other factors that do not exist, resulting in unnecessary psychological imbalance. You can even learn about the market salary situation objectively, so that you do not have the same salary after leaving the company, or you can communicate face-to-face with your superiors to tell him what you think, to attract his attention and attention.

In fact, strengthening work enthusiasm and initiative is the best way to solve the salary problem. Only when your work performance is really improving, the salary will naturally rise.

3. Correct Handling of insufficient development space

Looking at the various reasons for leaving, insufficient development space is the most fatal. Everyone has the desire to develop, without development, and everything is just empty talk. The key here is to know whether the current work unit really lacks development space.

In any enterprise, the development space cannot be delivered with confidence. In many cases, enterprises do not provide us with space for development, but our individual abilities and efforts are insufficient to break through the bottleneck of development.