The Reason For Leaving Is The Most Appropriate.

People who have experience in job hopping usually encounter such embarrassment: when they interview a new position, HR will ask themselves why they left work before.

The reason for this embarrassment is that on the one hand, he has a real idea, and on the other hand he wishes to speak out in a high voice.

As a career planner, many people have asked me how to explain my reasons for leaving.

As we all know, job hopping is nothing more than salary dissatisfaction, limited development space, far away geographical location, bad interpersonal relations, and pursuit of new occupations. But the question is coming. What we are worried about is whether we will have a bad influence on the new job if we say it directly. If we disagree with the salary ahead of time, will we let our chance get smaller if we dismiss the bottom line? If we say that because the promotion is hopeless, will it make the other party feel inadequate? If it is because of the interpersonal relationship, will it make HR feel like a thorn? If we complain too much, will it make people feel unprofessional?

All these considerations are reasonable.

But what should we do?

First of all, planning for your career changes. When will job hopping? Why do job hopping? Can the next job satisfy the expectations before job hopping? This is a premise. These things want to understand that job hopping is meaningful.

Secondly, if resignation is a fait accompli, then face up to it and make a summary of it. Is there any expectation of resignation? Resignation or resignation under the passion?

What are the implications? What role will the next job play in your career development? When these problems are understood, finally, when facing HR, it will not be embarrassed to resign.

One of my brothers asked me:

He is a foreign company's sales, as an old employee, because of dissatisfaction with the branch management problems, directly cross the grade to reflect the problem to the boss.

As a result, the leaders of the group have paid much attention and investigated the problems. The results of the investigation did not cause the workplace earthquake as he had thought before, but the pressure of the branch leaders was even greater.

So, in the following months, he felt that the Department Manager, the general manager and the personnel manager of the branch were looking for their own stubble.

This tight job relationship lasted for several months and finally broke.

Although the friend received compensation through labor arbitration, he was also faced with the problem of new job interview: to tell the truth, the personnel manager would find it troublesome, not telling the truth and feeling awkward.

In addition, a better company will do background checks because it offends the original company leader and how to deal with the investigation is also a problem.

The friend asked me: if this is a black spot in my life, how should I wash myself?

To this problem, he has a hypothesis, that is, how to "wash white".

In this assumption, it is impossible to have constructive and especially satisfactory suggestions, for one is the fact and the other is the fact that

This seems to be a pair of contradictions.

I suggest a comprehensive reflection of this matter: finding the advantages shown in this matter, such as enterprise's sense of responsibility, courage and courage, and finding out what is not enough in the event, such as leaping the grade to reflect problems, hoping for high-level intervention, such behavior itself does not comply with the rules of the workplace; finding something that can be done better, such as reflecting the problem is not giving up its own efforts; recognizing its own boundaries, in different ways.

There are different ways of doing things.

In introspection, introspection, not everything, is attributed to the inevitability of external causes.

If you have done all this, your heart has been healed and no longer entangled, you will know how to speak to the personnel manager.

This friend's worry is very correct, but has it ever been thought that the personnel manager thinks that it may be a "trouble" from the perspective of the future, and that this worry must be given to him by the parties. If the parties are still concerned about the previous incident and have no reflection, the normal people will think that they will do so next time. The result is that there is little improvement and the breakdown of interpersonal relationship will be a source of trouble.

The key is to grow up.

In addition, technically, you can also use the recommended method. Now that you have experience in the industry, you may try to recommend the previous customers or friends from the upstream and downstream businesses, which is more reliable.

Therefore, the principle of resignation is: sincere expression, inner consistency.

When we applied for HR, we had high IQ and rich experience.

So don't be silly. Interview yourself before the interview.

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