Leadership+Resilience

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Job hopping is a signal

A Business Insider article I just read noted that Millennials have been “dubbed the ‘job-hopping’ generation.” Then they note that, Generation Z, the generation just younger than the Millennials, appears to be following the same path. I have a problem with the term “job-hopping.” It’s a pejorative phrase. Like, people shouldn’t be changing jobs to explore better opportunities while the economy is hot. So, the thing is this: Loyalty is in a long process of being redefined. Loyalty is no longer, “I will work for you until I retire.” That notion started to die when organizations began chipping away at their side of the loyalty equation (pensions, off-shoring, outsourcing, etc.). Loyalty is now, “I choose to partner with you for as long as you make it worth my while.” Worth my while, in this sense, consists of a number of items in addition to pay. What “job hopping” should signal to organizations is that times are changing, and you are likely behind the curve. Yes, maybe I can get more money elsewhere. But, I can get other things elsewhere as well. Better leadership. Clearer goals. More training. Helpful feedback. Supportive culture. People don’t hop just to hop. There is always a reason.

by Jonathan Wilson

Jonathan is the Head Coach at Sandcastle Company, a Seattle-based leadership training organization. His first book, Future Leader: Rebooting Leadership to Win the Millennial and Tech Future [link], is now available. Jonathan regularly writes and speaks about The New Leader Way, leadership resilience, and the future of work. He has years of leadership experience in both the public and private sectors, a master's degree from Seattle University, and professional coach training from the University of Miami.

Filed under: Future Leader | Leadership

Published on December 11, 2018

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