堅(jiān)守崗位的4個(gè)理由

1、堅(jiān)守崗位的4個(gè)理由親愛的安妮：希望您和您的讀者們能幫我出個(gè)主意。我收到了一個(gè)在我看來(lái)很不錯(cuò)的工作邀請(qǐng)，但我一直在猶豫要不要接受。情況是這樣的：我在2008年加入目前所在的這家公司，聘用我的上司是我之前一個(gè)崗位的導(dǎo)師。我們?cè)谝黄鹋浜夏酰磺卸己茼樌钡?011年底她獲得晉升。接替她的人很有野心，這個(gè)人憑借關(guān)系、而不是能力上位。這個(gè)人自大傲慢，脾氣暴躁，令我非常不舒服。雖然我依然很喜歡在這家公司，但我一直在咬著忍耐現(xiàn)在的上司，只等就業(yè)市場(chǎng)好轉(zhuǎn)，我就可以徹底離開他了。所以，當(dāng)其他公司給我提供一個(gè)非常有意思的機(jī)會(huì)時(shí)，我感到非常激動(dòng)。只是有一點(diǎn)：據(jù)一位在那里工作的熟人介紹，向我發(fā)出邀請(qǐng)的這家公司剛剛進(jìn)

2、行過(guò)幾輪裁員，而且裁員尚未結(jié)束。我可不想離開現(xiàn)在的公司，最后卻落得失業(yè)的境地。您有什么看法？“左右為難”親愛的“左右為難”：當(dāng)前就業(yè)形勢(shì)很瘋狂，跳槽之前三思而后行是非常明智的做法。雖然情況看起來(lái)似乎有所好轉(zhuǎn)：目前每個(gè)職位空缺的競(jìng)爭(zhēng)人數(shù)從2009年6月官方正式宣布經(jīng)濟(jì)衰退結(jié)束時(shí)的6.2人減少到了今年4月的3.1人【美國(guó)勞工統(tǒng)計(jì)局（bureau of labor statistics）提供的最新數(shù)據(jù)】。另外一個(gè)現(xiàn)象是招聘活動(dòng)更加活躍：據(jù)睿仕管理咨詢公司（right management）最近進(jìn)行的一項(xiàng)調(diào)查顯示，約有三分之二（64%）被雇傭的美國(guó)人表示，在過(guò)去12個(gè)月內(nèi)，他們收到過(guò)不同公司“試探性的

3、”或者確定的工作邀請(qǐng)。而且據(jù)勞工統(tǒng)計(jì)局報(bào)告，隨著機(jī)會(huì)的增多，人們并沒(méi)有放過(guò)這些機(jī)會(huì)，四月份的離職率比經(jīng)濟(jì)衰退最嚴(yán)重的時(shí)期提高了39%，達(dá)到210萬(wàn)人。但在另一方面，你的潛在雇主并不是唯一正在裁員的公司。再就業(yè)服務(wù)公司查林格、格雷及克里斯馬斯（challenger, gray & christmas）對(duì)美國(guó)公司公布的裁員數(shù)量進(jìn)行了跟蹤，7月3日?qǐng)?bào)告稱，六月份的計(jì)劃裁員數(shù)量比5月份增加了8.2%。要想了解當(dāng)前復(fù)雜的就業(yè)形勢(shì)，可以參考就業(yè)網(wǎng)站glassdoor最近一個(gè)季度的就業(yè)信心調(diào)查（employment confidence survey）：43%的全職員工認(rèn)為，他們?cè)谖磥?lái)六個(gè)月可以找到一份很棒

4、的新工作，創(chuàng)下2009年以來(lái)的新高。但與此同時(shí)，超過(guò)五分之一（22%）的人 “擔(dān)心他們?cè)谖磥?lái)六個(gè)月可能下崗”，達(dá)到2011年初開始統(tǒng)計(jì)該數(shù)據(jù)以來(lái)的最高水平。安妮史蒂文斯表示，在這樣的背景下，任何考慮跳槽的人“都應(yīng)該抱著比經(jīng)濟(jì)繁榮時(shí)期更謹(jǐn)慎的態(tài)度，仔細(xì)考慮潛在的負(fù)面后果?！笔返傥乃故遣ㄊ款D高管培訓(xùn)公司clearrock的主理合伙人。她認(rèn)為至少目前應(yīng)該堅(jiān)守當(dāng)前的工作崗位，同時(shí)給出了四條理由：1. 目前仍然是買方市場(chǎng)，競(jìng)爭(zhēng)異常激烈。每個(gè)職位空缺有3.1個(gè)人競(jìng)爭(zhēng)，相比2009年7月歷史最高的6.7個(gè)人并不算太可怕但史蒂文斯發(fā)現(xiàn)，在危機(jī)爆發(fā)之前的2007年11月，每個(gè)空缺僅有1.6個(gè)人競(jìng)爭(zhēng)，目前仍然是當(dāng)

5、時(shí)的兩倍?？杉热荒阋呀?jīng)收到了工作邀請(qǐng)，還有什么好擔(dān)心的呢？史蒂文斯表示，這是因?yàn)?，大量合格的候選人會(huì)降低你的市場(chǎng)價(jià)值：“工資和總體薪酬可能遠(yuǎn)遠(yuǎn)沒(méi)有經(jīng)濟(jì)好轉(zhuǎn)之后換工作那般誘人?！眃ear annie:i hope you and your readers can help me make a decision. ive been offered a job i think would be great, but im hesitating to take it. heres the situation: when i joined my current employer in 2008, i w

6、as hired by a boss who had been my mentor in a previous position. we worked well together and everything was fine until she got promoted in late 2011. her replacement is someone very ambitious who got the job by politics, not ability, and is arrogant, short-tempered, and all-around awful. i still re

7、ally like the work im doing here, but ive been gritting my teeth, just waiting for the job market to improve so i can get away from him.so i was thrilled to get offered an interesting opportunity elsewhere. just one thing: the company id be moving to has gone through several rounds of layoffs recent

8、ly and, according to acquaintances of mine who work there, the cuts are far from over. id hate to finally escape this place and then end up unemployed. any thoughts? antsydear antsy:youre wise to think twice, in this crazy job market. on the one hand, things seem to be looking up. the number of unem

9、ployed people per job opening has fallen from 6.2 at the official end of the recession in june 2009 to 3.1 in april of this year (the most recent figure available from the bureau of labor statistics).another sign that hiring is picking up: about two-thirds (64%) of employed americans say theyve gott

10、en either a feeler or a firm job offer from a different company over the past 12 months, according to a recent survey by consultants right management and, as more opportunities open up, the bls reports, people are grabbing them, quitting their jobs at a rate thats 39% higher, at 2.1 million in april

11、, than during the worst of the slump.on the other hand, however, your prospective employer isnt the only one still slashing headcount. outplacement giant challenger, gray & christmas, which tracks the number of layoffs announced by u.s. companies, reported july 3 that planned job cuts were 8.2% high

12、er in june than in the month before.for a snapshot of the mixed jobs picture now, consider career site glassdoors most recent quarterly employment confidence survey: 43% of full-time employees think they could find a great new job in the next six months, the highest percentage since 2009. yet at the

13、 same time, more than one in five (22%) are concerned they could be laid off in the next six months, the highest that figure has risen since early 2011.against that backdrop, says annie stevens, anyone thinking of jumping ship should examine the potential negative consequences more carefully than th

14、ey would in a better economy. stevens is managing partner of boston-based executive coaching firm clearrock. she offers four reasons to stay put for at least a little while longer:1. its still a buyers market, and competition is fierce. the 3.1 job seekers chasing each available job is a lot less da

15、unting than the record high of 6.7 in july 2009 but, notes stevens, its still twice as high as the 1.6 unemployed people per opening in november 2007, the month before the recession started. okay, but if you already have an offer, why should you care? because, stevens says, the abundance of qualifie

16、d candidates has the effect of driving down your market value: salaries and overall compensation packages may not be as attractive as when changing jobs in a better economy.2. 目前，新員工面臨更大的壓力。史蒂文斯說(shuō)：“進(jìn)行招聘的公司希望聘用的人能立刻帶來(lái)顯著的影響，比如增加銷量、削減成本或提高效率等。在經(jīng)濟(jì)繁榮時(shí)期，雇主按照慣例會(huì)給新員工六個(gè)月時(shí)間來(lái)證明他們自己的能力，但現(xiàn)在這個(gè)時(shí)間被縮短了一半?！边@不見得是壞事，但在接

17、受新的工作邀請(qǐng)之前，一定要確保自己了解公司的預(yù)期，同時(shí)確認(rèn)自己是不是能夠達(dá)到對(duì)方的預(yù)期。3. 最后被聘用，最先被解雇。史蒂文斯說(shuō)：“新聘用的員工在裁員風(fēng)暴中可能首當(dāng)其沖。一方面，你做出成果的時(shí)間縮短，另一方面又有大量合格的候選人可供選擇，這意味著雇主通常會(huì)比經(jīng)濟(jì)繁榮時(shí)期更快做出決定而且，提供的賠償金也會(huì)大打折扣。”當(dāng)新人與新公司的文化契合不夠完美的時(shí)候，尤其容易出現(xiàn)這樣的結(jié)局。在不穩(wěn)定的經(jīng)濟(jì)狀況下，無(wú)摩擦的團(tuán)隊(duì)合作，以及實(shí)現(xiàn)集體目標(biāo)的要求，變得日益緊迫。她補(bǔ)充道：“不適合的人很快就會(huì)被淘汰?！彼?，在接受新工作之前，一定確?？煽康膷徫黄鹾隙?。4. 差異并不總是好事。史蒂文斯說(shuō)：“有些人會(huì)因?yàn)橐?/p>

18、件孤立的小事或一次負(fù)面的績(jī)效評(píng)估，或者因?yàn)榕c上司吵架而辭職，后來(lái)卻又后悔。”史蒂文斯見過(guò)許多跳槽之后后悔的例子。既然在當(dāng)前的工作中唯一讓你苦惱的是那位難纏的上司，為什么不考慮在公司內(nèi)部尋找其他機(jī)會(huì)？另外一種可能：等著他離開。大量研究表明，管理者平均每?jī)赡旮鼡Q一次工作要么辭職去其他公司，要么明升暗降。你的上司快到“兩年之癢”了，尤其是你說(shuō)他“很有野心”，或許不用等到兩年他就已經(jīng)不在這里了。許多辦公室里的送別派對(duì)其實(shí)都是為了慶祝某人終于離職了。反饋：如果你最近在考慮換工作，是什么原因讓你有這樣的想法？如果沒(méi)有這種考慮，原因又是什么呢？歡迎評(píng)論。2. new hires are under more

19、 pressure now. companies hiring people now are expecting them to make a noticeable impact immediately, by increasing sales, cutting costs, or improving productivity, stevens says. in a strong economy, employers customarily give new hires about six months in which to prove themselves, but that window

20、 has been cut in half. that isnt necessarily a bad thing but, before you accept the new job youve been offered, make sure you understand the companys expectations and decide whether you can meet them.3. last hired, first fired. newly hired employees may be the first ones affected by cutbacks, steven

21、s says. the shorter time period you have for producing results, and the availability of lots of qualified candidates, means employers often pull the trigger sooner and offer less generous severance, if any than in a better economy. thats especially true if your cultural fit with the new organization

22、 isnt perfect. frictionless teamwork and the need to achieve collective goals take on increased urgency in a shaky economy, she adds: those who dont fit in are out sooner. so before you take the new job offer, make sure the fit is solid.4. different isnt always better. some people quit their jobs based on one isolated incident, or one negative performance review or argument with a boss and then regret it, says stevens, wh