Why people often change jobs – The main reasons

The question why a person often changes jobs worries not only the employee himself, this is an occasion for reflection and for the employer. Too frequent job changes, as well as lengthy work in one organization, can cause a recruiter to suspect. For the employer, it is important what caused such frequent dismissals: a communication problem, dishonesty of previous employers, conflict or the desire for new professional heights?

As a rule, a shift is considered every 2–3 years for line employees, and 4–5 years for managers. There can be many reasons why a person often changes jobs, however, in most cases, only a few are the most significant.

Natalia Chukhrova, coach: “People tend to look for something new. Someone believes that it is better where he is not, someone gets tired of the routine and usual duties, someone is looking for a bigger salary, and fewer cases. If we take the cases where a person changes jobs due to life circumstances – moving, having a baby, graduating from a university, bankruptcy of a company, etc., I would divide the candidates into three categories:

• Who burned out, tired of everything, bored or tired, tired of current duties, running away from routine and looking for something that will inspire.

• Those who understand that the company can no longer give it, rests on the career ceiling or does not receive proper development, although he likes the functionality and direction.

• Those who get along hard with people cannot to find common language with subordinate / manager, conflict or violation of corporate ethics is possible (on both sides) ”.

Lack of motivation

One of the main reasons to change jobs is dissatisfaction with the level of wages. In search of a higher income, experts are increasingly leaving companies. The financial side of work processes is extremely important, thanks to effective motivation, the potential of the employee is revealed, he is involved and interested. Opacity and fraud in the payment of wages also regularly become the reason for the search for a new job. When employment is important to stipulate all the financial and legal nuances of future cooperation, so as not to become a victim of circumstances in the future.
Alexey Galitsky, Director of UP Business Coaching: “We, as a company, at interviews, for example, by sales managers, have already seen more than 10,000 and there are always two main reasons for leaving our previous job:

• The first reason is that they did not pay / did not pay / did not pay on time / paid less than promised. In general, any salary reasons and everything related to money, non-payments, delays in wages, etc..

• The second reason is due to the fact that we could not agree on work with the leader: something didn’t work / quarreled / did not find a common language / the leader changed.

Natalia Storozheva, Center for Business and Career Development “Perspective” reports: “The rational reason for a job change is the desire to get more money. Due to the oversaturation of the market with certain specialties, employees may be valued lower. This happened to lawyers and economists – compared with the 90s, they are now less in demand, average salaries in the industry have fallen. ”.

Lack of opportunity for growth and development

The desire to grow as a professional, to develop skills and competencies are important qualities of the employee. The inability to realize one’s potential, the cyclical nature of tasks and the lack of prospects can become the reason why a person often changes jobs. Dynamic people are waiting for interesting non-trivial tasks, and are forced to perform routine activities day after day.

Indirectly, this is influenced by the fact that the employee thoughtlessly agreed to the offer to work in the absence of prospects. Experts recommend being more sociable at the interview, asking uncomfortable questions, and clarifying details. Understanding the overall picture of the vacancy, it will be easier to evaluate your strength and place in the company.

Difficulties in communication with the team

If the team does not accept the new one, the probability of dismissal increases significantly. Discomfort during everyday tasks, difficult interaction, and, possibly, bullying of a new employee is a good reason for dismissal.

An unfriendly atmosphere can also cause fatigue, a loss of interest in work, a desire to look for a more promising company. Dismissal due to communication difficulties is very dangerous – there are no guarantees that the other team will accept the employee more rosy, so before leaving, you should weigh all the risks of a new job and evaluate the benefits of the current.

Pros and cons of frequent job changes

Regularly changing the place of service, a person gets new acquaintances, skills, the opportunity to compare their competencies with colleagues. This helps to free yourself from routine for a while, and the activities in the first months are usually interesting and exciting. People who easily change their employer are more accustomed to join a new team, they are easier to learn new areas of activity and sooner or later find their ideal job.

At the same time, the employer most often seeks a reliable employee for a permanent job and the so-called “runners” are less likely to fill a vacancy than more conservative job seekers.

Alexey Galitsky says: “We rarely hire employees who have changed three to five jobs over the past three to five years. Because even purely statistically at least one of these places should have been successful, in which the employee had to stay for a year and a half, two, and even better for three to five years. ”.

Natalia Storozheva: “Judging by my practice, now employers consider a“ reliable ”candidate who has worked in one place for more than two years. By the way, even before 2014, the requirements were higher (at least 4-5 years in one company) ”.

Tips for staying at work

Experts recommend finding a new approach to everyday tasks. This also applies to the employer. Thus, the employee can avoid routine, automate the implementation of uninteresting processes, minimize the time for daily work, find strength for creative and interesting tasks. And then the question of why a person often changes jobs will not be relevant for both parties.

Roman Kotov, president of the Kotov Group investment holding company, says: “In order to keep an employee, you need to identify the reasons for his frequent job changes, and then try to provide conditions that he lacks. It is advisable to personally conduct a conversation with him, to make it clear his importance to the company, to personally thank for any achievements in the work. Such methods motivate employees well. A reliable sign that the employee will not stay in the company for a long time is the lack of recommendations from previous employers, as well as the frequent change of jobs recorded in the workbook ”.

Any difficulties at work is the norm. It is important for those who want to “take root” in a promising company that any work includes both more pleasant and routine tasks. Do not be afraid of difficulties, overcoming them, the employee increases his value for the employer, improves self-esteem and develops as a specialist.

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