The True Cost of Job Hopping is huge.
People that skip between jobs on a regular basis are always at the start of their career with a company, which means they don’t build trust and they don’t get extra responsibility. Which means they don’t get paid as well.
The trouble is this creates a negative
circle where they seek new opportunities for extra money and the whole cycle
This can continue for a long
time before the real disaster scenario occurs; they get rejected for new jobs
because they are a job hopper. This is
when choices become fewer and they are forced into something they really don’t
Getting out of this cycle takes a lot more effort and involves a lot more discomfort than avoiding it in the first place.
The 3 true costs of job
salary. It should not be that only
long-serving employees get pay rises but length of service and pay rises are
2. Fewer promotions. Again, length of service is not the only factor in deciding who is promoted. But, assuming all other things were equal; who gets the promotion, the employee with 5 years of service or the one with 18 months?
3. Fewer options. Companies do not want to employ people that are considered job hoppers. People that leave before 18 months will be a massive cost in most cases as they will be trained and invested in but will not repay that cost with service.
And that is without calculating the emotional costs of dealing with all of this.
Sometimes, it is better to stay. It is better to work through the pain. To achieve something at your company and work until leaving really is the best option.
This article takes a look at 2 fictional stories that help illustrate the benefits of staying power.