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October 24, 2022
5
min read

How to Address Job Hopping and Foster Internal Growth

Job hopping has become increasingly popular for workers who are concerned about their employer's willingness to support them. It's also stemming from a desire to grow, move upwards and be challenged and when employees don't feel they are getting what they need from a job, they look elsewhere. So, how do we figure out what they need to feel successful and how do we effectively support them so they don't feel the need to leave?

Samuel Leeman
Marketing Manager

Job hopping has become a more well-known trend thanks in part to its popularization by the Millenial and Gen Z workforces. Their affinity for it has stemmed from watching their parents and those around them struggle during the 2008 recession and they began to question the loyalty of employers to employees. A survey in 2021 by Pew Research Center, cited that "adults younger than 30 are far more likely than older adults to have voluntarily left their job last year." Also, 31% of professionals between the ages of 30 - 65+ took part in the Great Resignation and even though this is slightly less than the 37% of young adults who participated, it's still a substantial amount.

There have been countless discussions about the pros and cons of job hopping vs. staying put in a company, each with its own valuable points. The reasons for job hopping and the driving forces behind the Great Resignation are fairly similar when you look at the key complaints.

The Pain Points That Cause Job Hopping

Pew Research Center's survey also showed that the "majority of workers who quit a job in 2021 say low pay (63%), no opportunities for advancement (63%), and feeling disrespected at work (57%) were reasons why they quit, according to the February 7-13 survey. "

Similarly, an article by Bright Wing says that some of the main reasons for employees' job hopping include:

- A desire for better hours & more flexibility (especially if switching from direct roles to contracting)

- Wanting to learn new skill sets

- Seeking out greater compensation & benefits

- Pursuing advancement in responsibility & leadership

- Searching to manage & execute more complex projects

The search for these things has led to 4.4 million professionals quitting their jobs in September 2021 in search of better opportunities elsewhere. However, these are all things that companies should be able to address and work with their employees in order to find a solution and retain that star talent. This only works if employees know what they want and if leadership is willing to listen and actively make changes to their company culture.

What to Consider Before You Job Hop

It's important that employees think ahead prior to searching job boards. Before combing through openings, they need to pause and figure out what they want and need to be successful. For many workers who consider job hopping, one of their defining characteristics is a persistent ambition to move up the ladder. When they don't feel heard or supported they end up moving on to somewhere they think could provide that. However, a sizable amount of those who moved on say things are worse or unchanged compared to their last job. A lot of times, it comes from a lack of understanding about what their aspirations are and what they need to achieve their goals 5 - 10 years down the line.

“If you keep jumping for money but don’t explore your passions, you’re going to end up dissatisfied,’ says J.T. O'Donnell, founder and CEO of Work It Daily.”

Before you submit that application, consider what you like and dislike, where you want to be a few years from now, what goals you want to achieve, and what you want to work on or learn more about. Being aware of these things and having some of the answers to these questions can better prepare you for that new role or help you understand what you need to feel more fulfilled in your current position.

What Companies Can Do

Ask questions during regular check-ins with your employees about what their long and short-term goals are. Understand that in order for them, and subsequentially you, to succeed, they need your support. Offer opportunities to shadow other positions, set up mentoring between them and someone in a role they aspire to one day be in, provide them with tasks that challenge them and help them grow, and above all, listen to them.