Flash Away From The Clan

Nowadays, fewer and fewer employees are willing to be "screw" in one job.

Shortly after entering the office, " Semitic people HR has a headache.

"Flash away" is the earliest description of the post-1980s marriage. It means that young people nowadays do not understand enough before marriage, and can not tolerate each other after marriage. Nowadays, the "flash away family" in marriage is no longer news and has become a strange phenomenon among young people.

Actually, look for it. work There is a certain degree of similarity with the target audience. The reporter has seen the design of a recruitment TV program named "post to job", which is very similar to the popular "you are the one" dating show. Application Most of them are employees who plan to quit immediately. Many of them just want to "flash away" soon after they work, so as to find another job. In order to prevent employees from leaving suddenly, the company also learned to "multi mind", by controlling recruitment costs and other initiatives to minimize losses. For this type of person, the advice of professional experts is that they should be cautious in finding a job and finding marriage partners.

Employees should "lose" and lose money.

At the moment of recruitment season, the recruitment information of every big company is everywhere. Some units are willing to pay enough money to recruit suitable employees.

Xia Cheng, manager of Jiacheng overseas immigration company, told reporters: "don't say that hiring a senior talent, even if you recruit a driver, you will carefully select dozens of selected daily mail." As a result, from screening resumes to layers of interviews, enterprises can choose thousands of employees and spend a lot of time and money in order to recruit employees.

"I hope that the new employees will work long hours, so that the cost of recruitment can come back, otherwise, even if employees leave for 3 months, they will lose money, because new people do not know anything and need to start from scratch." In addition, in the face of the sudden turnover of employees, enterprises have to devote energy to consider the issue of internal information secrecy.

But Xia also said that if the employee "is in the camp" in the Han Dynasty, it will be meaningless to retain people, but it will be meaningless to stay.

Dealing with "flash away" companies turn passive into initiative

Indeed, enterprises have to bear the risk of employees, especially the backbone of the company after leaving suddenly, such as taking away a large number of customers, disclosing company secrets and other negative effects. These unfavorable factors bring pains to enterprises and sometimes even cause enterprises to fail.

However, in the face of more frequent employees' flash off, the HR and senior leaders of the enterprise have not responded negatively. Instead, they have taken precautions from multiple levels to minimize the negative impact of the employees.

Feng Juan, a HR manager who has many years of recruitment experience, held in Guangzhou in March 19th for the recruitment of large scale talents in marketing, technology, management and foreign trade, said: "if applicants ever worked in more than 3 units, I might not be impressed with him." Although experience is an advantage for applicants, too frequent job hopping also shows that he is not loyal to the company. Therefore, HR will think with the same heart: do you work long hours in other units, can you guarantee long-term stay here?

Feng Juan, who has many years of experience in human resource management, has summed up a set of methods to deal with employees' flashing away. In addition to the good time of recruitment, the probationary period of new employees should also control the hidden costs such as human cost. Because of the higher job hopping rate of new employees during the probation period, some of the recruitment cost of the enterprise has not brought corresponding output, resulting in a certain loss. Therefore, the training time for new employees can be shortened, and there is no need for too much skill training, but only the basic enterprise culture and system standard training can be carried out, so as to control the hidden costs of this part.

For employees who are "flash away", enterprises should not be harshly treated. Let them keep him in touch and keep in touch with him from time to time, and establish their own image and reputation in the industry on the basis of establishing good relations with their departing employees.

Frequent "flash away" induces mental illness

The reporter interviewed found that most of the workers who frequent "flash away" would have more worries and anxieties than others. They would only focus their attention on units, leaders or colleagues, but rarely see their own problems. As a result, they often complain about external objective problems such as bad corporate environment, bad relationship between colleagues, unfair leadership and other objective problems.

Mr. Zou told reporters about the story of a good friend beside him: that friend had changed ten jobs before and after graduation for five years, especially after he graduated from school for less than half a year, he had changed two or three jobs in succession. Every time he meets a friend, he will complain about Mr. Zhou's troubles in the company, and the worse he gets, the more he wants to "flash people" when he meets something unpleasant at work. Nowadays, the situation of his friend is not getting better and better because of frequent "flash away". On the contrary, the new job will cause him more complaints, so far he is only a staff member at the grass-roots level of the company.

Professional experts believe that those who lack their own EQ have weak willpower. They do not choose to "rush into the storm" but encounter problems and difficulties. Therefore, career experts suggest that in today's job market, job seekers should cherish their valuable job opportunities. At least two years before each job can slowly reflect their value, so the most important thing is to change their mindset to adapt to the workplace instead of fantasize to adapt themselves to the workplace.

Three points to be asked before "flash away"

If you want to "flash away", then a career expert suggests that before you make a decision, you have to ask yourself the following three questions first and then carefully analyze and judge your real situation before you regret making hasty decisions in the new job.

NO.1: is the development goal of this job compatible with my major, personality, expertise and interest?

The core of successful career development is that the job requirements are exactly what they are good at. Working in a job that is suited to one's expertise or skill is more flexible, and doing a job that you like is enjoyable. If the development goal of this job is in line with your professional, personality, expertise and any point in your interest, you must be careful to choose "flash away".

NO.2: can this job provide me with a good platform and sustainable development space?

The decisive choice of the "flash man" is to choose a better promotion platform and greater room for development for himself. So when choosing job hopping, we must consider whether this new job has sustainable development. At the same time, we must have a sense of career development planning, and have a vision that can run through our entire career development career.

NO.3: does this job help me expand my connections or broaden my horizons?

A good career platform should be an open platform that can not only give full play to personal skills, but also help individuals expand their beneficial interpersonal relationships. It can help workplace workers accumulate their own resources in their work, expand their horizons and gain more experience and guidance. Closed positions can only be regressive. If you just want to avoid the entanglement of complex interpersonal relationships in your work, and just want to be quiet and comfortable, you will undoubtedly be sentenced to death sentence for your future career.