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Is Job Hopping The Future?

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When you first started out in the workforce, the dream was always to hold down that job until the day you retire. Put in the years all at the same place, right? Well, not so much anymore.

Job hopping has become more and more common, especially with Millennial workers. The Chicago Tribune sat down with a few local workers to get their take on the growing trend.

“You take the best offer,” says Jake Bolton, a 27-year-old programmer who has worked for five different employers since graduating from the University of Florida in 2011. “I’ll have loyalty to a company if they keep paying me what I’m worth, but as soon as I see my salary start to sag compared to other people, especially new hires, I’m gone.”

Why is that so strange to hear? Why would anyone question that choice? Earning a salary that reflects your work and experience should just be the norm by now, right? Unfortunately, that doesn’t seem to be the case in today’s day and age. So what benefits are there to hopping from job to job? It’s got to be exhausting having to start over, be the newbie constantly, always making sure your resume is looking perfect. What’s the upside?

One of the dirty little secrets of the job-hopping trend is that employees are gaming the system when it comes to salaries, according to Shadd Weber, a former job analyst with the U.S. Department of Labor. “Let’s say you stick with the same firm for five or 10 years. In today’s economy, you’re getting anywhere from a 1 to 5 percent raise each year,” says Weber. “If you’re accepting a new job every year or even every other year, it’s doubtful that you’re leaving for 1 to 5 percent. Most people want at least a 10 percent increase in salary if they’re going to switch jobs.”

job hopping

© Flickr user wuestenigel

Okay, so you have a huge chunk of the workforce willing to bounce around from company to company. Company loyalty is sadly becoming a thing of the past. What are employers doing to stay ahead of this issue? How are they making sure that what they’re offering is enticing enough to keep their turnover rate as low as possible? Emily Tisdale wrote an article for AccelaWork about this very issue. Are companies inspiring their workers and, if not, what can they do to remedy that? One way is by giving your employees a sense of purpose.

Do employees feel like their jobs have an extraordinary purpose? In healthcare, for example, it seems like this should be easy. Most team members know that their job duties (no matter what their role) have the ultimate purpose of helping heal the sick.

However, with the daily stresses involved, even the most dedicated care professional can wonder if they’re truly doing something worthwhile. And what about engaging those employees who rarely (if ever) interact with patients? They, too, play a critical part in helping heal the sick, whether they realize it or not.

It may be harder to find purpose in other industries. But in all cases, our purpose is to serve customers. Make sure your employees know why even routine tasks (like drawing blood, answering the phone promptly, or keeping a squeaky clean facility) can make a huge difference in the customer experience.

This information goes for any field, not just healthcare. Giving your employees a reason to show up, not just for the paycheck, can be vital to keeping your organization going. Make the environment in your office welcoming and desirable. Company loyalty may be going out the window in the way it was years ago, by working your hands to the bone until retirement. But who’s to say you can’t create a more modern version instead?

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Alyssa Shea

Alyssa Shea

Alyssa Shea transplanted from Illinois to South Carolina. She loves to write, read, and spend time with her dog and her family. Alyssa is very active on social media. She has been part of the AccelaWork team since 2013.
Alyssa Shea

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