But Liu expressed doubts about this. On the one hand, the salary adjustment figures are not clear, on the other hand, there are headhunters outside to introduce him to new opportunities.
He felt very entangled. Should he jump ship decisively or wait for an internal salary adjustment? Which option is more profitable? With troubles, Xiao Liu came to me for advice.
For this problem, many workplace partners may have faced it. In this regard, my personal views are mainly as follows.
First, understand the specific situation of internal salary adjustment
An important reason why Xiao Liu is difficult to decide is that he doesn't understand the salary situation on both sides.
The first is internal salary adjustment. Although the leader hinted at himself, he did not give a very clear statement.
For example, according to the company's practice, some excellent employees will be given a salary increase in the middle of each year. So what's the salary increase? What kind of employees have the opportunity to be included in the salary adjustment list?
I suggest that Xiao Liu communicate with his immediate leader or HR department in detail to understand the situation, otherwise all this will stay in the imagination of the brain, which is really vague.
After all, Xiao Liu just completed such an important project for the company in the first half of the year and made great contributions. I want to talk about the salary increase, which is also a good opportunity. If we don't grasp it at this time, I'm afraid it will be more difficult in the future.
The second is the number of offer that external companies can give. This can be mainly used to evaluate the professional value of individuals. If headhunters recommend opportunities, I also suggest that Xiao Liu attend the interview in person to see how much salary he can get.
In this way, with quantitative comparison, I made an effective decision.
Second, we must have a long-term development vision.
Many people seem to focus their work on salary. But even if we only pay attention to salary, I think we need to have a developmental vision.
For example, assuming that Xiao Liu's current company platform is good and can give him more opportunities to learn and show, his salary will not be adjusted in the short term. These accumulated experiences and training abilities will definitely bring greater material returns to Xiao Liu in the future.
On the other hand, in order to pursue salary, Xiao Liu chose an outside company that did not meet his personal career plan, which only satisfied his short-term desire to make money and was not conducive to his long-term salary interests.
To understand this, Xiao Liu needs to make choices from the perspective of career development, rather than making irrational decisions in an emotional state.
The temptation of salary is great, but smart people should stand tall and look far.
Third, we should seize the opportunity to jump ship.
If Xiao Liu prefers to leave his present company, I also suggest that he should not take action now, but set a suitable time.
For example, according to the situation he described, the company may adjust its salary in the middle of the year.
Then you may wish to put the node of planned resignation after the salary adjustment in the middle of the year. If the adjustment doesn't meet your expectations, you can resign again. If the adjustment brings unexpected surprises, maybe he can reconsider whether to resign.
I once had a colleague who had a very similar experience with Xiao Liu. Feeling that the company would not give him a raise and promotion, he applied for resignation early.
No matter how the leaders retain them, they can't get results and resolutely leave.
But half a year later, he found that the promise made by the new company could not be fulfilled, and it was not as good as the previous company. What hit him even more was that the company really gave several employees a chance to get a raise and promotion.
If he can persist, I'm afraid those people will benefit the most.
This case tells us that resignation should not be too impulsive, and timing is very important.
Write it at the end
I have made achievements for the company, whether it is job-hopping or waiting for an internal salary adjustment. There is no standard black and white answer to this question.
There is an old saying in China: Analyze specific problems.