When people think about changing jobs, they always think too much about some surface conditions, such as whether the title is appropriate, whether the company’s transportation location is convenient, and how the salary and benefits are. Although these conditions are quite attractive, they are all short-term effects. If the job lacks long-term career development prospects, then the satisfaction of the job is easy to decline, and has a negative feeling about the job. As a result, employees will soon have the idea of leaving. In my opinion, this phenomenon is a vicious circle with low satisfaction, poor performance and high liquidity.
Once the inner negative factors far exceed the positive factors, people can easily consider changing jobs.
Take a quick look at these four sections. If you are in the state of “GoingNowhere”, don’t think too much, just submit your resignation. If you are “DailyGrind”, although it is a negative factor, leaving is not the only option, there is still a chance to remedy.
People are in a difficult position in the workplace and it is difficult to decide. The main reason for this is that individuals lack sufficient information to assess the prospects for new jobs. It is reckless to blame the company’s personnel managers and recruiters because they usually just try to fill the gap as quickly as possible, rather than patiently discussing the nature of the job vacancy and the individual’s future development opportunities with the job seeker.
Therefore, the responsibility falls on the job seeker himself. When looking for the next job, we should open the surface and gain insight into the impact this job may have on us. Here are a few aspects of job seekers’ self-assessment of career risk:
1. Understand the real needs of this job
Ask the interviewer to define what kind of person you need for the job. You can ask questions such as “What kind of goals should the responsible person of this position accomplish? Will it be considered successful?” Issues such as scope of work, available resources, and the importance of the position.
2. Understand the skills you need to do the job.
If the other party starts asking you to check the skill list or ask your brain to turn around to answer the question, you can also ask them: “Which skills do you need for this job?” If they answer the question, then you probably have a bottom. – The definition of this job is not clear.
3. Understand why the company has this job vacancy
This is to understand whether this post has deep-rooted problems, or whether it may open up a new situation.
4. Know why the former employee left
This can be used to understand the optional rules of the personnel manager or to develop the skills of the staff.
5. How to evaluate work performance
If the interviewer’s attitude is vague, then be careful. Good interviewers can tell you what they expect from their employees.
6, understand the future colleagues
Try to reach out to future team members, after all, work partners are a very important factor.
7. Ask the interviewer (department supervisor) the vision of the department
Knowing the ability of future executives depends on how he answers this question.
8. Understand the leadership style of the future supervisor
Whether the supervisor is a control freak or an inaction, whether it is responsive or disciplined, you need to confirm whether you are in line with each other.
9. Understand the company culture
Look for opportunities to ask insiders, who are the decision makers, the company’s acceptance of change, work tightness, company policy, and infrastructure. Don’t buy for those clichés and gorgeous guest words.
Whether or not you decide to accept a letter of appointment from a new company, don’t be fooled by the company’s good name. Maybe the first day of your appointment will make you flutter, but within three months and half a year, you may become less and less important. The most important thing is that you will actually perform the tasks, the things you learn, the colleagues who work with you, how to promote your career development, and bring you a sense of accomplishment. This can also avoid the negative motives of “doing hard work every day” and accumulate big problems and avoid “nowhere to go” is an excuse for you to leave again.