8個(gè)征兆表明你該跳槽了
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????親愛(ài)的安妮：一年前我接受了現(xiàn)在這份工作，當(dāng)時(shí)我覺(jué)得自己很幸運(yùn)。因?yàn)槟菚r(shí)我下崗后已經(jīng)有大約五個(gè)月沒(méi)有上班了。這份工作看上去是一個(gè)很好的機(jī)會(huì)，能讓我繼續(xù)向前推進(jìn)自己的職業(yè)生涯。但不幸的是，事情并非如我所愿。這家公司的官僚作風(fēng)令人窒息。我的同事們都已經(jīng)在公司工作了很多年，在他們眼里我就是一個(gè)外人。因此，我并沒(méi)有接到任何挑戰(zhàn)性的工作任務(wù)。我被分到的都是別人不想做的活，枯燥而且乏味。老板做決策的時(shí)候會(huì)征求每個(gè)人的意見(jiàn)，唯獨(dú)把我排除在外。 ????我真的很討厭早起去上班。原來(lái)的我并不是那種盯著表盼下班的人，但在這里我卻成了這樣。一到下班時(shí)間我就迫不及待地逃離辦公室。每個(gè)周末我都害怕周一的到來(lái)。這份工作其實(shí)可以算是一份收入穩(wěn)定的“好”工作，我知道有數(shù)以百萬(wàn)計(jì)的人巴不得立刻跟我互換工作。你和你的讀者們?cè)趺聪?？我是否?yīng)該開(kāi)始尋找下一份工作嗎，還是該試著忍受現(xiàn)在這份工作呢？——水深火熱 ????親愛(ài)的水深火熱：如果同病相憐這句話(huà)是對(duì)的，那么美國(guó)勞工部（the U.S. Department of Labor）的幾個(gè)數(shù)據(jù)可能會(huì)讓你好受一點(diǎn)。每月的“辭職率”，也就是人們自愿辭掉工作的比例，在2010年初已經(jīng)降至1%的低水平，是經(jīng)濟(jì)衰退之前水平的一半。后來(lái)辭職率逐漸上漲了一點(diǎn)點(diǎn)，到2011年7月達(dá)到1.5%，2011年9月為1.6%（這是最新的數(shù)據(jù)）。 ????很明顯，萎靡不振的經(jīng)濟(jì)形勢(shì)，招聘量的減少，這都使得許多人不得不繼續(xù)干著他們并不喜歡的工作。但有意思的是，在選擇辭職的人里，有很多都在很短的時(shí)間內(nèi)就做出了決定。招聘和應(yīng)聘者跟蹤軟件開(kāi)發(fā)商布魯豪恩（Bullhorn）公司最新的一項(xiàng)研究表明，辭職員工中將近一半（46%）是在被聘用后的一年半內(nèi)這么做的。 ????這份報(bào)告顯示，最常見(jiàn)的辭職原因就是不適應(yīng)組織文化。也就是說(shuō)，員工覺(jué)得沒(méi)有歸屬感，因此無(wú)法繼續(xù)工作下去。是不是聽(tīng)起來(lái)跟你的情況類(lèi)似？ ????全國(guó)職業(yè)咨詢(xún)網(wǎng)絡(luò)“五點(diǎn)鐘俱樂(lè)部”（The Five O'Clock Club）總裁凱特?溫德?tīng)栴D列出了不適應(yīng)當(dāng)前工作的8種具體癥狀。她指出：“如果符合3種以上，就該更新簡(jiǎn)歷，開(kāi)始找新工作了。” ????1. 價(jià)值觀與同事或上司的價(jià)值觀相左。溫德?tīng)栴D見(jiàn)過(guò)員工不適應(yīng)公司的很多實(shí)例，因?yàn)樗麄兘邮懿涣斯静环蟼惱恚ㄉ踔潦欠欠ǎ┑男袨?。其?shí)，價(jià)值觀沖突還有其他很多種形式。你將自己的公司描述為“官僚作風(fēng)、令人窒息”，這表明你并不適應(yīng)這家公司的文化。 |
????Dear Annie: When I accepted my current job about a year ago, I felt lucky to get it. I had been out of work (following a layoff) for about five months and this seemed like a great opportunity to move my career forward. Unfortunately, it hasn't worked out that way. The culture at this company is bureaucratic and stifling, and my colleagues have all been here forever and treat me like an "outsider." As a result, I'm not getting challenging assignments, and instead I'm getting stuck with the tedious tasks no one else wants. When it's time to make a decision, my boss seems to solicit everyone's opinion except mine. ????I really hate coming to work in the morning. I've never been a clock-watcher, but this place is turning me into one: I can't wait to get out of here at the end of the day, and spend every Sunday dreading Monday. Still, it is a "good" job with a steady paycheck, and I know millions of people would trade places with me in a heartbeat. What do you and your readers think? Should I start looking for another job, or just try to grin and bear it? — Treading Water ????Dear T.W.: Yikes. If it's true that misery loves company, you may be heartened by a few statistics from the U.S. Department of Labor: The "quits rate" -- the percentage of people who voluntarily leave their jobs every month -- plummeted in early 2010 to a low of 1%, or half its pre-recession level. It has since crept up a bit, to 1.5% in July and 1.6% in September (the latest available) of 2011. ????Clearly, the sluggish economy and slowdown in hiring are keeping plenty of people stuck in jobs they don't like. But, intriguingly, it seems that many of those who do choose to walk are doing it within a short time: Almost half (46%) of employees who quit do so within 18 months of being hired, says a new study by recruiting and applicant-tracking software developer Bullhorn. ????The most common culprit, according to the report: A bad cultural fit -- that is, an employee's sense that he or she just doesn't belong, and consequently can't get ahead. Sound familiar? ????Kate Wendleton, president of national career-counseling network The Five O'Clock Club, has identified eight specific symptoms of a bad fit. "If you've noticed three or more of these warning signs," she says, "it's time to update your resume and launch a job search." ????1. Your values don't match those of your coworkers or higher-ups. Wendleton has seen many instances of employees who don't fit in because they won't go along with unethical (or even illegal) practices, but a clash in values can take many other forms. Your description of your company as "bureaucratic and stifling" suggests the culture isn't right for you. |
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