On Wed, Mar 26, 2014 at 12:25 PM, Jonathan Grotegut <[email protected]> wrote: > Chris Wood Said "- I've seen some people move from school to school to > school. That > > really stretches out getting things done and on a resume it makes > people wonder about commitment. Job hopping looks the same way. If > you are moving jobs every 18 months, then employers will be skeptical > of your commitment." > > While I think this is silly when it comes to schooling, I see a point to > doing it with work. > > Most young employees today don't see job hoping as a commitment issue, > it simply is a financial issue. Why stay at a company for more time than > that > when you don't get any raises, or small "token" raises, if you are lucky, > when > I can go to a different company and end up making thousands more a year? > > I try and be loyal to companies I work for but when I see people I know that > regularly > "job hop" making substantially more than I am, even though they have less > experience > than me, it is quite frustrating. > > Not to mention the benefit of not getting stuck in the "8 years at one job > trap" as previously mentioned. > > Then we could always completely derail this conversation and talk about the > loyalty of > employers to their employees... but we won't go there.
Moving jobs every 18 months is fast in a field that may have a 6 month learning curve depending on the company you go to. In 1999 the average # of companies a person worked for in their career was 7 (if I remember correctly). If you think of a 50 year career, that is about every 7 years there is a job change. I had a teacher that was the head of HR for a multi-billion dollar shipping company and he said the trend of high turnover for employees that was happening in 1999 was bad for businesses and people. I'm sure 7 is now a low number. You have a valid point when it comes to increases in pay. Often times it is moving jobs when people will get their biggest jumps in pay. But, I believe that if you are open with your employer about the pay discussion that many will stay competitive. If you like where you are working, have the discussion. Many times employees leave without giving the company the chance to be competitive. I've personally given large raises because I knew the employee was valuable, their situation had changed (they had more experience, etc), and I knew they could walk out the door and get a job for substantially more. Taking some tips from Dave Ramsey, when you sit down with your boss, you need to show you are worth the raise you are asking for: - Would you give yourself a raise if you were them? Why are you worth the money? Explain it to them. - What is market rate for someone with your degree and/or experience? Do a mini compensation study on your position vs other companies. - How hard are you to replace? Are your skills specialized for what they do? Employee turnover is expensive. Don't blackmail your boss, but know that they are thinking about turnover as disruptive and expensive and that their preference is to avoid it. - How much value do you bring to the company? Did you automate a process that saved the company $x last year? Did you create a new sales tool that brought in $x last year? Did you implement automated testing that saved money or reduced bugs in released product? What did you bring to the table that they wouldn't have had without you? What are you going to bring to the table next year? - Don't act entitled to a raise or belligerent about it. Ask your boss how you can better serve the company and how you can add value such that you can be making more in the future. Chris -- Chris Wood -=-=-=-=-=-=- _______________________________________________ UPHPU mailing list [email protected] http://uphpu.org/mailman/listinfo/uphpu IRC: #uphpu on irc.freenode.net
