Pratica di Shadowing: How Long Should You Stay At Your Job? - Impara a parlare inglese con YouTube
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95% of American workers said they plan to look for a new job in 2024.
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95% of American workers said they plan to look for a new job in 2024.
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Money is a big part of this.
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45% of American workers say they need a higher income.
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Job switchers increase their salary more quickly on average than those who stay put.
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In February 2024, people who stayed at their job for more than three months increased their salary by 5.1% year over year,
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whereas those who switch jobs increased by 5.9%.
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I ended up almost doubling my salary after a year and a half.
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And then from there, each year,
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I probably increase my salary from anywhere to $15,000 to $35,000 or $40,000.
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But hiring professionals stress that it's important to be strategic about job moves.
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You don't want to rise up the ranks too quickly
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and then be this expensive head that's sort of easy to chop in any kind of downturn.
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I think companies do expect an unrealistic level of loyalty,
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but unfortunately, we're at their whim a lot of times, right?
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So we do have to play the game and
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that game is making it seem like you're going to spend the rest of your life there.
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They really do want to be lied to.
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So how long is the optimal amount of time to stay at your job for your career advancement,
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salary and your well-being?
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The survey data about why people leave their jobs is pretty consistent across the board.
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Ranking at the top of the list are wanting a higher salary
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and not feeling like they have room for growth at their current job.
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The desire for higher salaries may lead people to job hop,
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which is when a worker jumps from job to job within a short period of time.
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Oftentimes switching companies is the fastest way to get to
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that next level role in terms of seniority and in terms of your income level.
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And the reality behind that is in your current company for you to get promoted,
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for you to get to the next level,
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that position needs to open up in a way
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that it's either someone leaves or they get promoted or the company is growing.
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Gen Z is 36 percent more likely than other generations to prioritize advancement opportunities.
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Even if there are opportunities for promotions within their current workplace,
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they may still find it easier to leave.
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A lot of employers are reaching out to people and recruiting them.
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Workers have more negotiating power that way.
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You can also find out more easily what wages are available just by going on ZipRecruiter and looking at job postings,
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whereas perhaps finding out what the opportunities are within your company involves sort of an uncomfortable conversation with your manager.
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Other common reasons for leaving are to get better benefits,
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to escape a toxic work environment and for better work-life balance.
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The ancillary thing is, if I pay people more, would they be happier?
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If that were true, then investment banks and private equity firms,
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law firms would be the happiest places in the world to work.
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They notoriously aren't viewed that way because there's a certain way that you treat people,
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whether it's benefits or whether it's time off or compensation or quite frankly,
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just how you treat people on a day in and day out basis with interpersonal skills.
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Those are the things that end up being more important.
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Workers also have career aspirations that may not be fulfilled in their early in my career.
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I alwe the goal of eventually w So I told myself around t try and get enough expere
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to the things that are re consulting firm.
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So each I've always left a company I had already obtained the to obtain.
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And if I wasn't to obtain the skills that I needed,
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I went to the next place.
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As humans, we tend to change every two to three years in terms of our goals,
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our priorities, our stages of life.
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And now the younger generations ask themselves,
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well, how does my career serve me?
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And not the other way around.
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There's never a wrong reason to want to leave.
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If you want to leave, you can leave, right?
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But you have to be smart about leaving.
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Americans consistently stay at their jobs for a median of three to four years.
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In 2022, the median tenure was 4.1 years.
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In 2002, it was 3.7.
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And back in 1983, it was 3.5 years.
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But breaking those numbers down by age paints a clearer picture about how long Americans should stay at their jobs.
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Between 2002 and 2022, workers aged 20 to 24 typically stayed at their jobs for less than one and a half years.
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As you look at older workers,
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the median tenure increases with each age group.
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I think a lot of people think of job hopping as being generational,
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but it's actually more driven by age than generation.
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So our parents' generations at the same age as young people today,
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a lot of the data shows that they quit at very similar rates.
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A Bureau of Labor Statistics study found that American adults born between 1957
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and 1964 held an average of 12.7 jobs between the ages of 18 and 56,
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with nearly half of those jobs held before the age of 25.
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I think the idea
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that you have to stay at one company for an extended period of time comes most probably from our families
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and our parents,
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because their expectation and their version of success was to stay within one company
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or at least within one career their entire life.
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Our parents would get pensions.
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They would work for a company for a certain amount of time,
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retire and be paid for the rest of our lives.
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So the incentives have shrunk.
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And so the loyalty is just not there.
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Another thing to consider is a lot of benefits accrue over time.
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So if you switch companies too quickly,
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you could be leaving money on the table.
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For example, some employers won't allow you to keep your 401k match until you've been there for a certain number of years.
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I see a huge wave of Gen Z and millennial professionals asking themselves,
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is this job, is this career right for me?
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And what do I want for my career to look like and to feel like?
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And where do I find this career versus feeling like,
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hey, I have to stay doing what I've been doing in my career.
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Recruiters say there's more leeway for job switching earlier in your career.
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Gen Z can do that right now because they're in their early 20s.
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Well, when they get to their late 20s or their early 30s,
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they can't be moving like that.
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You're 22 years old.
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You're not making any career mistakes right now.
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There are so many places that you could go
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and none of them would be a mistake because you're
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so young and you have so many years to figure out what you want to do.
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When you're 35, not really, right?
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Ideally, you're in your career and you're making a good salary with great benefits.
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And once you have that,
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you need to be more strategic and intentional about those moves
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that you make because now you can make a really bad career mistake.
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Instead of asking how long you should stay at your job,
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career experts suggest shifting your focus to how much you've accomplished.
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I think the biggest risk with job hopping
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or leaving your job too early is you not understanding where you are in your development.
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And that's why I try to tell people,
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remove your focus on money,
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especially if you're being compensated okay and you're able to pay your bills and survive.
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Don't focus on just getting a huge pay bump before you are actually ready,
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before you have gain the right skills.
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Don't focus on time.
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Don't focus on money.
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Focus on skills.
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And if you are comfortable in the skills that you are acquiring,
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then you are ready to move on to the next level.
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Workers may also want to consider looking at their career as a whole,
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rather than honing in on only tenure or compensation.
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I took a $20,000 pay cut when I job topped the first time.
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And I knew that was okay
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because it would come back tenfold based on the experience I was going to be getting at the new place of work.
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So I don't focus on the money.
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And I know that's a privileged thing to say
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because my roles compensate me well and at the time
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when i started in my career i just really shrunk my
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cost of living i would say i lived in a house with seven other people
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and my rent was like five hundred dollars
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so after i took the twenty thousand dollar pay cut i ended up almost doubling my salary after a year
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and a half
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and then from there each year i've probably increased my salary from anywhere to fifteen thousand to thirty five
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or forty thousand and now that i'm an independent consultant,
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I mean this is the most that I've earned ever.
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While it could deliver a quicker pay raise to switch jobs,
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often long-term loyalty and tenure are rewarded in the end.
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And so if you look at the top five highest paid people within a company,
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they're often the veterans who were there from the start.
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The company may only want people in senior leadership positions who have a demonstrated track record of reliability,
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of sustained performance, and of loyalty to the company.
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Companies don't do promotions that often.
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They might do them once a year, twice a year.
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And so if you have only stuck around two cycles,
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but the company has a policy of promoting people about once every three years,
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you may miss out on that big payday.
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If you are not a self-aware person,
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and you don't do a lot of introspection for what you are and are not ready for,
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job hopping is not wise in my opinion.
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If you're not really able to assess your true skill set,
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it's going to be hard for you to get the opportunities that you want or reach your end goal.
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Timing and the broader economy are important factors as well.
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How difficult would it be to find a new job?
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In January 2024, the Glassdoor Employee Confidence Index fell to its lowest point since 2016.
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You need to figure out like the strategy before you give
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that notice because it is taking people six to 12 months to land a new position.
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A 2023 survey from Insight Global revealed
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that 55 percent of unemployed adults said they've been searching for a new job for
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so long that they are completely burnt out.
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This trend is hitting Gen Z the hardest,
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with two thirds of them suffering from application burnout.
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But 75% of Gen Z workers would quit their jobs without having a new one lined up.
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I personally would never leave a job if I don't have another opportunity already lined up.
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Another part of being strategic is thinking about how employers are viewing a candidate's work history.
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For employers, turnover is challenging and very expensive because hiring realistically takes a lot of time and a lot of resources.
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90% of organizations are concerned about employee retention.
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Helping employees upskill is a key component to retaining talent.
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Companies with strong learning culture see higher rates of retention,
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more internal mobility and a healthier management pipeline compared to those with smaller levels of commitment.
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But there's also a Goldilocks dynamic to this.
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Sometimes companies don't mind turnover.
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People think that employers don't want any turnover.
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I disagree with that belief.
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And I think the companies that don't want turnover are actually creating more problems and mistakes,
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because that would imply that every person you hire was right.
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And I have never met anybody who's perfect at anything.
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There are many industries that don't seem to mind high turnover very much.
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But some companies may be taking on a more forgiving attitude when viewing work history.
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I think employers are very,
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very suspicious of workers who switch jobs for a tiny incremental pay raise
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but they understand if people are pursuing opportunities to learn more,
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to sort of advance their careers,
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to get broader experience with some career goal in mind.
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I think the people who are in hiring positions now
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that are millennials 10 to 15 years into their career have just a lot more empathy than older generations
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and they don't expect the lifelong loyalty that older generations expected.
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Most people realistically have some sort of a gap on their resume.
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And the longer you are in the workplace,
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the higher the chance that you will have a gap
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or you will have a short term three month experience on your resume because that didn't work out.
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Employers are human and they know that they understand that
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and the chance that the hiring manager that you're talking to has gone through that themselves is actually very high.
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You have to figure out what is the best decision for you and the only person who can do that.
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is you.
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And people come to me all the time like,
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just tell me what to do.
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And I tell them, I can't tell you what to do.
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I can tell you like what I would do in this situation,
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but I can't tell you what to do because this is your career and it's going to affect you.
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