Usually people keep to their own workplace because they are afraid of being unemployed. Here, for example, a person works as a salesman in a store, receives a meager salary, gets very tired. Here he stands behind the counter and thinks: “How tired I am already! I work hard like a horse, but the salary is penny! I need to change jobs? But where to go?
This person has friends and acquaintances who cannot find at least some work for themselves. He looks at them and thinks: “Wow, Vasya hasn’t been able to find any work for a year now. But I have at least some. Yes, it doesn’t suit me. "But nevertheless, I have a stable monthly salary, which is enough for me for the same black bread and a pack of salt a month. At least I won't die of hunger. But Vasya has been drinking only tap water for a month, and From Monday, he will generally switch to rain water, since they promise to turn off the water supply in his apartment for non-payment.
And to be honest, I can understand this person. He lives by the principle: "Better a titmouse in the hands than a crane in the sky." He has something to lose. He has a friend Vasya, looking at whom you understand that trading pantaloons for grandmothers is not the worst thing that can happen in life.
If you are interested, I can tell you what I personally concluded about changing jobs:
Only a highly qualified and sought-after specialist can afford to change jobs like gloves.
If you, Dima85, are such, then do not be afraid to change jobs. You will definitely not be left without a piece of bread. But if you are a low-demand specialist, of which there are thousands in line at the labor exchange in search of work, then it would be more correct to think a hundred times before writing a letter of resignation.
And there is no need to be afraid of a new team - you will join, as you once joined your current team. And don't be afraid to mess up. After all, only those who do nothing do not make mistakes.
Good luck, brother!
I want to add one more point. Otherwise, my answer looks like unclaimed or low-demand specialists are destined to toil in low-paid positions all their lives. This is wrong.
In fact, anyone can change jobs. Simply, if a sought-after specialist can afford to quit a highly paid job because he decided to go on a three-month trip in the summer, then a low-demand worker must first prepare good ground: find new job, agree with the employer that he will definitely take him to himself. Then just quit, but not own will or by agreement of the parties, but by transfer to another job. Something like this...
Changing jobs is always stressful. A new place, new people (each with their own yet unknown features), new rules and new responsibilities. In my experience, the average adaptation time in a new team is 2-3 months. Plus, changing jobs is risky. Risk of not passing probation, do not settle down in a new team, do not cope with the assigned responsibility.
But, despite all this, people leave their homes. After working 2/3/5 or more years in companies, they begin to study the joblist, and, in the end, they leave.
What caused it?
1. Little pay
Probably the most popular reason for changing jobs. In principle, this is normal. Why? Well, on the one hand, I have never seen people perform only their official duties and nothing else in all the time of my work. That is, after six months - a year, the realization comes that you work for one and a half or two people, but you get one salary. On the other hand, very often people have a feeling of their own importance and indispensability during long-term work in one place.
Weller wrote well about this:
A person may not even care to realize the importance of his work. Time and nature will do it for him. The system of his sensations will be "corrected" over time so that there will be a feeling of the significance of his work - and this feeling will be "fed up" to the consciousness - and the consciousness will form this feeling into arguments why his work is important and significant enough. Arguments can be at any level - from "Today it's not my turn to carry water!" to “Where you go, you can’t, your pass has a seal on the wrong side!”.
On the third hand, professional growth and increased responsibility have not been canceled. And in many companies, the reaction of the authorities is rather slow, and acts according to the principle - they don’t ask - it means everything suits.
Adequacy level wages separate topic. I have a friend who at one point decided that he should receive more. He began to go to interviews in top companies. How many times he failed them - history is silent, but he did not pass the probationary period twice. But on the third time he succeeded, and he began to receive 2.5 times more than at the first workplace.
On the other hand, some people have a prejudice about money. Several times I met with the stereotype: I get $xxx, and no one will pay more for this work. And this despite the fact that any site with vacancies at that time was full of offers with 1.5-2 times more salary. These proposals were dismissed as poor quality ...
The main thing here is not to lose objectivity and, in an effort to get more money, do not forget about the development and state of the labor market. So that the problem of the price and value of participation of this employee in the work of the company does not arise.
By the way, very often, when dismissed, the argument “they pay little” hides a number of problems (which, for one reason or another, there is no desire to voice). For example:
2. Lack of growth and prospects
Many want to move forward, apply and develop new skills, use new technologies. Despite the fact that any leader in words with both hands for the development of both employees and processes, in life everything turns out a little differently. The worker is often required to perform a certain sequence of actions to obtain a known result. Attempts to make changes in the organization of processes or an increased concern for quality can be perceived as sabotage. It is clear that such an approach simply kills creativity and initiative.
If, in addition to the absence professional development in such a company is not observed career development– an actively developing employee in a year will be out of the way with the company…
3. The desire to change the field of activity.
It happens that in the process of work we realize that we are not doing what we would really like to do. What is the problem here? And in the fact that in the current sphere a person can already represent something of himself as a specialist, but nothing in the new one. No experience, no knowledge, no the right connections. This is a very big risk.
On the other hand, working in a new, desirable specialty is likely to be fueled by personal enthusiasm and interest - which in the first couple may slightly compensate for the lack of experience. In any case, the desire to find yourself and do what you love is a worthy goal.
4. Problems in the team
Several times during my work I observed how completely qualified specialists just squeezed out of the workplace. Only because they did not agree in their views with the authorities or the team. It is very important to understand here that dismissal is an escape from the problem. If for the performer - this, in general, can be a solution, then for the manager - no.
There can be several reasons for such conflicts:
In any case, if this problem has affected you, this is an occasion to think about improving your communication skills.
5. Change of leadership
A change of leadership can in some cases be equated with a change of job. Especially if it happens because of the crisis. Working conditions and rules are changing. At the same time, the change of leadership quite often takes place in a rather nervous and tense atmosphere. The only advice is not to succumb to general panic and, having assessed the new working conditions, make a decision whether you should continue working at this place or not.
6. They don't listen to me
Often, an employee of the company develops well during his work and receives the status of an expert in his field. At the same time, problems often arise due to the fact that the authorities do not listen to his expert opinions. The problem here is that, firstly, this employee may not have a complete vision of the picture of the project or the company's activities (if high level technical knowledge). Secondly, when making a decision, the employee risks, in the worst case, his salary, while the company's management risks its business. That is, they will of course listen to expert opinion, but the decision can be made taking into account factors unknown to the employee.
What can you do - this is the fate of most people working for hire.
7. Working conditions
My first job above our office was a bowling alley. From 13 o'clock it became difficult to work without headphones. Although they did not save from vibrations. For fun, our sound engineers determined how many tracks were playing.
In second place - the whole company (~ 15 people) worked in the same room. It is not difficult to guess that the constant movement of people and a stable level of noise did not affect performance very positively. People are known to get used to everything...
Poor working conditions have never been cited as the main reason for leaving these companies. But there were an additional and very significant factor in choosing a new place.
8. Dismissal
This is probably one of the most frustrating reasons to change jobs. The main thing in this situation is not to try to blame all the problems on the authorities and not to panic. Retirement provides a good reason to reflect. What is your real level? What mistakes did you make? Is there a desire to continue working in this area, or is it time to change the field of activity?
Retirement is a last resort. Also, do not assume that this brings any pleasure to the management. For most managers, this decision is extremely painful. But it means only one thing: you and the company are not on the way.
On the same topic, I want to quote another fragment from the book The Way of Trade:
****
The student asked the Master: “Master, I can't understand the essence of what everyone is raving about. Namely: in Japanese, the character for the word "crisis" consists of two characters that mean "problem" and "opportunity". So what?"
The teacher frowned.
"You really don't understand?" It's horrible! Get out of school!!!
The student was taken aback:
But can I come back tomorrow?
“You will understand when it will be possible for you to return,” the Teacher snapped.
Two days passed, this student knocked on the door of the School. The teacher went to him and said:
Don't say anything, I won't believe you! Leave!
The rest of the students stood behind him, afraid to utter even a word. No one understood what caused Master's anger...
About a year passed, and the disciple reappeared on the threshold. The teacher examined him carefully, smiled and said:
“Now you really understand.
And when the student came in, the Teacher suggested that he tell everything to the other students.
“The next day after I left the School,” the student said, “the owner of the company where I worked said that he no longer needed my services. I guessed that it was not without the Teacher, and I came, but, you remember, the Teacher sent me away again.
The teacher smiled.
“You have no idea how difficult it was to persuade the boss to leave you.
- I understood this later. I tried very hard to find a job, but I could not find a suitable one, and I had a family to support. Then I created my own firm… Less than a year later – My firm today is one of the largest in its industry… Now I really understand what these hieroglyphs mean and… there are no words, Teacher, how grateful I am to you!
“Give thanks to the Way,” the Teacher said as usual.
****
So, the question remains: what does personal effectiveness have to do with it?
It directly depends on:
- Responsibilities
- Responsibility
- Working conditions
- team
Agree that doing useless, nasty work in the same room with people that are unpleasant to you is quite difficult. =)
It is important to remember that the relationship between the employer and the employee is, in general, equal. Therefore, if something does not suit you - solve the problem, there is no possibility - look for options, weigh, make a decision and act.
But at the same time, you need to understand that changing jobs is, to some extent, avoiding problems. In a new place, there will be other difficulties that will have to be solved in the same way (only your loyalty to the company and management may be higher).
What definitely should not be done is to endure and do nothing. If you do not like the work, there is no desire to do it well, there is no development. But there are nerves and a lot negative emotions. And this is not necessary for you or the employer.
Value your time.
The law assumes that changes to the employment contract can be made subject to special rules. The most common reason for revision is a change in the place and working conditions at the initiative of the employer. We will analyze step by step how to carry out this procedure correctly.
General information
An employment contract is an agreement between an employer and an employee, according to which the employer undertakes to provide the employee with work according to the stipulated labor function, ensure working conditions, and pay the employee wages in a timely manner and in full.
The employee undertakes to personally perform the labor function defined by this agreement in the interests, under the management and control of the employer, to comply with the rules of internal work schedule operating for this employer.
The employment contract fixes the agreement of the parties on the main issues, including: place of work, time of work, labor function(position), working conditions, wages, rights and obligations of participants employment contract, and etc.
These main points in an employment contract are essential conditions employment contract and are specified h. 2 Article. 57 of the Labor Code of the Russian Federation.
It must also be remembered that changes in the terms of an employment contract should not worsen working conditions, reduce guarantees, limit the rights of employees in accordance with the current labor law, otherwise such conditions are considered invalid (part 2 of article 9 of the Labor Code of the Russian Federation).
Options for changing the terms of the contract
By general rule(Article 72 of the Labor Code of the Russian Federation), changing the terms of the contract determined by the parties, including transfer to another job, is allowed only by agreement of the parties to the employment contract, except as expressly provided by law.
The Labor Code of the Russian Federation lists the following situations when changes in working conditions are allowed at the initiative of the employer:
- Art. 72.1 TC RF translation to another job;
- Art. 72.2 of the Labor Code of the Russian Federation - temporary transfer to another job;
- Art. 73 of the Labor Code of the Russian Federation - transfer of an employee to another job in accordance with a medical report;
- Art. 74 of the Labor Code of the Russian Federation - change in technological or organizational conditions labor;
- Art. 60.2 of the Labor Code of the Russian Federation - combination of positions.
Transfer to another job
The transfer of an employee to another job should be understood as a permanent or temporary change in the labor function of the employee or the structural unit in which the employee works, while continuing to work for the same employer, as well as transfer to work in another area together with the employer. The reason for the decision of the management to introduce such changes can be not only the successes and achievements of a particular employee, but also his inconsistency with his position.
Less often, the transfer will be forced, for example, in emergency situations, if necessary, to replace an absent colleague. The following will also be considered a translation:
- change not just a workplace, but also a subdivision, of course, if it is clearly stated in the employment contract;
- moving to another locality along with the entire company.
The transfer can be termless or temporary, lasting up to one year. At the same time, at the end of the transfer period, his former place of work was not provided to him and he did not demand it back and also continues to work, then the transfer from temporary becomes permanent.
But it is always necessary to comply with two indispensable requirements:
- the written consent of the employee;
- there are no health contraindications to work.
However, in this situation, transfer to work requiring lower qualifications is allowed only with the written consent of the employee. Refusal to perform work during a translation made in compliance with the law is recognized as a violation of labor discipline, and absence from work - absenteeism.
It is also important for the employer to remember that amendments to the employment contract are also possible at the initiative of the employee himself, while it is up to the employer to change or not any conditions for such an employee.
But there are exceptions when the employer does not have the right to refuse to change certain conditions of the employment contract for the following employees (part 2 of article 93 of the Labor Code of the Russian Federation, paragraph 3 of paragraph 13 of the Resolution of the Plenum Supreme Court RF dated January 28, 2014 N 1):
- pregnant woman;
- one of the parents / guardian who has a child under 14 years of age or a disabled child under 18 years of age and other persons with such children;
- caregiver caring for a sick family member.
Changes in technological or organizational working conditions
The employer, according to the law, is not obliged to report to employees, but must notify employees of upcoming changes and their reasons, as well as follow a certain procedure for notifying all interested parties.
Changes can affect various aspects of the employment contract: the amount and method of remuneration, working and free time, etc. But, as a rule, they concern not just individual workers, but in general the team of the organization. Therefore, an important stage in the introduction of such innovations will be obtaining the consent of the local trade union representing the workers.
The employer should remember that he will have to be ready to prove the need to change the terms of the employment contract due to changes in organizational or technological working conditions, if the dissenting employee goes to court. If the employer cannot justify the need for these changes in court, then these changes may be declared illegal, and the employer may be required, for example, to restore the employee’s employment contract under the previous terms or pay the employee’s lost wages, it all depends on the employee’s requirements.
There is also an exception for employees who worked part-time and who cannot be denied such a regime (for example, a pregnant woman), it is impossible to transfer unilaterally to a full-time job without their written consent.
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General procedure for registration of changes
Steps and actions of the employer's human resources department when documenting any changes to employment contracts must be as follows:
- Issuance of an order, which indicates the reasons for changing working conditions, new conditions, a list of employees who will be affected by this, the timing and procedures for the change, as well as responsible persons. The law does not oblige this document, but the practice of it is often done.
- Notice. Warn the employee about the planned changes in the employment contract in writing and at least 2 months in advance the law obliges (exceptions, for example, individual entrepreneurs must notify employees at least two weeks in advance (Article 306 of the Labor Code of the Russian Federation), religious organizations - at least a week in advance (Article 344 of the Labor Code of the Russian Federation)). The notice is most often given to the employee in person, but it is perfectly acceptable to send it by registered mail with email notification.
- Obtaining a response from each employee with consent. This may be a handwritten signature on the proposal or a separate statement from the employee.
- Familiarizing the employee with official duties at another workplace and other local regulations.
- Drafting, approval and affixing signatures additional agreement to an employment contract. Later it becomes integral part a valid and registered employment contract (Article 57 of the Labor Code of the Russian Federation).
- Issue of the order. For this it is convenient to use unified form T-5. The use of forms of documents approved by the State Statistics Committee is not mandatory, but it is convenient for personnel department specialists and managers.
- Acquaintance with the order of the employee. This fact is certified by his own signature. The second copies of the order and additional agreement are transferred to the employee.
- Making entries in the employee's personal card (T-2 form) and his work book. But only if there is a transfer, that is, the labor function (position) of the employee changes. Relocation, combining positions or changing the mode of work in work book and personal card are not reflected.
Do you need on the subject? and our lawyers will contact you shortly.
Refusal of the employee to change the terms of the employment contract
Each employee has the right to determine for himself whether he wants to work at a new workplace or with a different pay and refuse the corresponding offer of the employer. There can be two consequences of such a refusal:
- the place of work and position will remain the same, work will continue on the same conditions fixed in the contract;
- the employment contract with the refused employee will be terminated, but not as a punishment, but on the basis of paragraph 7 of Art. 77 of the Labor Code of the Russian Federation.
Dismissal associated with the employee's refusal to continue working due to a change in the terms of the employment contract involves notifying the employee of such an event also in advance, 2 months in advance. The employer immediately writing and under the signature During this time, he must offer the employee other options if the employer has them (paragraph 7 of part 1 of article 21, articles of article 57, 74 of the Labor Code of the Russian Federation). It is also better to record the refusal of an employee from the proposed vacancies in writing.
Upon dismissal on this basis, the employee is entitled to compensation - severance pay. Its amount in this situation is limited to two weeks' earnings.
As the job market heats up, it might be time to update your LinkedIn profile. A profile update is one of the main indications that
that you're planning to change jobs, so don't be surprised if you're bombarded with offers as a result.
Don't overreact to it. Changing jobs should be a deliberate move. The chart below can help you make the right decision. The bottom part of the diagram contains the reasons why people think about changing jobs. At the top are the reasons why they accept employers' offers. Positive and negative motivators are divided into external (short-term, left side schemes) and internal (long-term, right side of the scheme) (below is the translation).
Positive motivators: Moving forward |
|
|
We receive on the first day
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We do it in the first year
|
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Routine
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Road to nowhere
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Negative motivators: Moving backwards |
|
When considering a change of job, many candidates place too much value on what they acquire in a new job - position, office location and salary. These positive factors are short-term and have little impact on the prospects professional growth and job satisfaction. Delight quickly passes, and negative factors come to the fore. The "vicious circle" includes dissatisfaction, poor performance and, as a result, employee turnover. The above chart can help job seekers make rational career decisions, even if they are forced to leave their old job and already have several advantageous offers from new employers.
You should consider changing jobs only if the internal negative factors outweigh the positive ones.
View descriptions of all four categories. Of course, if the current situation fits the description of the fourth category ("Road to nowhere"), you should change jobs. If you have been consumed by the routine (third category), you can still change everything, but changing jobs will still be your best option. The main problem for most applicants is that the incoming offers contain very little information, insufficient to evaluate a career decision in the long term. The blame for this falls on the inviting company, the HR specialist, and the recruiter involved in the hiring process. In an effort to close the vacancy as quickly as possible by hiring the best of the candidates, they completely do not devote time to the position itself and the opportunities that it represents.
In such cases, the candidate will have to decide for himself whether the decision to change jobs is a good one, so that in a year he does not have to go back in search of best place. Here's what you can do.
1. Understand the needs of the host company
Ask the recruiter and/or HR specialist about their company's needs. The question might sound like this: "What does the person you hire need to achieve to be considered successful in this position?" Ask for the employer's expectations, available resources, and the overall importance of the job you plan to do.
2. What you will do should be more important than what you will have.
If you are asked standard questions in an interview or are asked to solve another puzzle, ask how this relates to your potential job. If the interviewer finds it difficult to answer, most likely, he does not have a clear description of this vacancy.
3. Find out why this place is still free
Perhaps the vacancy has opened as a result of positive changes that have taken place in the company, but it is possible that the employer is experiencing constant problems with the specialists holding this position.
4. Ask what happened to the person who held the position before you
The answer to this question will reveal to you the ability of a manager to select people and lead them.
5. Learn the performance criteria
If the interlocutor answers vaguely or evasively, you have reason to think. Strong leaders can always set their expectations for the people they hire.
6. Learn about the features of the organizational structure of the enterprise
Determine who you will be working with. You may want to meet with future colleagues before accepting an offer. If you have to integrate into an established team, consider whether you are able to make changes to it if necessary.
7. Find out what your potential boss thinks about your position and the department as a whole.
So you can determine his abilities, expectations and the potential of the vacancy itself.
8. Determine the managerial style of the leader
If the manager is fond of micromanaging or, on the contrary, treats his subordinates with indifference, you may have serious problems. It will be useful to know if he prefers careful planning over quick response, etc. Make sure your work style matches his managerial style, otherwise you will be disappointed in the next few months.
9. Learn the truth about corporate culture
Ask about how decisions are made, how hard it is to change. Learn more about company policies and infrastructure. Talk to real people as official documents won't help you see the real picture.
Many sometimes think about changing jobs, but never move from desires to deeds because of fear of the unknown. People are tormented by doubts: how to change jobs, I'm afraid to change jobs, will I be left without a livelihood? Is it possible to take this step at 30, 40, 50 years old? How do you decide to change jobs? Let's try to find answers.
Dismissal from unloved work can be a tough decision
10 important reasons
There are signs that it's time to look for a new job. Observe what is happening at work, evaluate your attitude towards it. You should consider changing jobs if you find the following:
- Small salary. There is no monetary growth even when you work more than the set time.
- At work, it is forbidden to show initiative. You think your ideas are promising, but no one is willing to consider them. There is no self-development and career growth.
- Everything changed with the arrival of a new boss. The new conditions proved unacceptable.
- Desire to change careers.
- Unbearable work environment. Think about the reason for this situation. It may turn out that the reason is in your behavior, and changing the place of activity, you will not solve the problem.
- Poor working conditions: unheated rooms in winter, constant noise. This reason is rarely the main one, it only accompanies other reasons.
- Health suffers. The computer spoils the eyes, carrying heavy loads undermines physical strength. The desire to protect your health is a worthy reason to change jobs.
- Suspicion of dismissal. It’s right to start preparing in advance so that after a fatal conversation with your superiors, you can leave without feeling shame or guilt.
- Friends invited to a new job with the best conditions and salary. It's worth thinking about it.
- The word "work" is disgusting, you go to it with great discontent.
There is a desire, but no determination
Work is an important part of life, so changing it can be difficult. Analyze the situation you are in right now. Weigh all the advantages and disadvantages of your present work. Be determined if you realize that there are too many shortcomings and you need to look for a new source of income. Start your journey to a new life, the advice of a psychologist will help you take the first step.
If you have found several reasons to quit, but you are not quitting, then these tips will come in handy for you:
- Psychology suggests taking "small steps" to achieve the goal. Write a resume on Monday. On Tuesday, select 3-4 vacancies. Submit your resume on Wednesday. Call on Thursday possible employer. Go to the interview on Friday.
- Take some time and imagine in detail that you have already quit your job and are working in a new place. If you want to change careers, dedicate a little time each day to the responsibilities that you imagine your new job will have.
- Ask yourself daily: do I need what I do? Do I want to continue doing this? What do I really want to be? If you realize that all this time you were not doing what you wanted, do not be discouraged - you have acquired labor and personal experience and now use it to change your life.
- Think about what you are working for: for yourself and your development or for colleagues, relatives, friends? The decision to quit or stay should be yours alone.
Motivation to change jobs
Preparation
- If you're not going to be fired in the next few days, there's no point in leaving in the heat of the moment. Changing jobs to a similar one does not make sense. Think: what do you not like here, what do you want to find in a new place. Take a piece of paper and write down the pros and cons of your current job. Analyze your answers.
- If you decide to change your field of activity, study the details of the new profession and your competitiveness before taking the first step. If this profession is not valued in the labor market, it is worth considering it not as the main source of income, but as a side job or hobby.
- Write a resume and prepare answers to possible questions from the employer. If your first interviews don't go well, don't lose heart. Try again and work on yourself.
- Before the interview, practice in front of a friend or in front of a mirror. Make eye contact with the interviewer, smile, remain calm and confident. Think of the interview as a performance, and yourself as an inexperienced but talented actor.
- Before the interview, prepare the questions you want answered: salary, schedule, requirements, etc. It is important not only to please the interviewer, but also to evaluate the conditions of the company yourself before deciding to sign an employment contract.
- Search actively. Constantly call, send a resume, call up the personnel departments.
- Do not leave behind a bad opinion, swear with colleagues or boss. Try to save a good relationship with them.
Frequency of activity change
Employers are suspicious of applicants who have changed jobs several times in a year. The wariness is understandable: no one wants to invest in a person who will leave in a few months. Such applicants will be asked in detail for what reasons they quit.
In most vacancies, one of the requirements is to have at least 3 years of work experience. Employers who set such requirements believe that during this time the employee fully reveals his capabilities and fully understands his responsibilities. Some will not want to accept in their company a person who worked in the last place for 3 or 5 years.
Employers will notice a break in professional activity, especially if it has been more than a year, and they will definitely ask questions about this. If there are no objective reasons for layoffs or breaks, then success in an interview is more difficult to achieve.
Change of work should take place no more than once every 2-4 years
Conclusion
successful professional activity gives us the right to be proud of ourselves. We don't always enjoy our work. If it negatively affects physical and emotional health, does not allow development, then changing the type of activity is a worthy solution.
