In 20 10, Niu Lao Lao Liu finally joined SXF after three rounds of selection at the campus job fair of the school and became a sales manager in the IT equipment industry.
20 19, one week after the spring festival holiday, Niu Lao Lao Liu had a new role and task-transferred to the human resources department to take charge of corporate culture construction.
This is my fourth job since I joined SXF eight years ago, and it is also my third job-hopping. Also recently, I was responsible for the recruitment of an assistant position. Seeing the experience of more than 20 interviewers prompted me to write this article again through WeChat after nearly three months. Combined with my own work experience and what I have seen and felt in recent years, I hope to have the opportunity to give some help to some partners who are about to join, have plans to leave and have unsatisfactory work.
The reason why I chose to do sales at that time was particularly simple: the economic conditions at home were not good and the salary of this company was high. Facts have proved that my decision at that time was irrational. In the first year of work, I have been struggling between the satisfaction of customers' needs in all aspects and the conflict of personal values. Although the results of quarterly sales tasks are acceptable, the whole person is unhappy. That year, I smoked like everyone else, and a lot of white hair suddenly appeared on my head. I realize that I can't fully adapt to the sales position. Fortunately, the supervisor at that time paid attention to my status in time, and after in-depth communication, combined with my own hobbies and specialties (rich experience in school media), I was transferred from the front line to the headquarters to be responsible for the product marketing of the company's new products at that time. This is Niu Lao Lao Liu's first job-hopping in the workplace, which happened at the end of his first year.
Until now, I still appreciate the help my supervisor gave me at that time, but not everyone will meet such an open company and have the opportunity to choose again. Therefore, Niu Lao Lao Liu took this opportunity to give us two suggestions for newcomers who are about to enter the workplace to avoid taking the same detour:
1) Everyone has different personalities and interests &; Be good at different things, have different conditions and requirements, and don't make decisions blindly. There are many professional career assessment tools on the market now. Spending some money on a meal can make you more aware of the position and industry you are more suitable for, and the money spent is definitely worth it. Of course, there are some free tools such as SWOT analysis and disk personality test, which can help us to know ourselves better and make a decision after considering our own situation in many aspects. Here is a book recommended-Make a Good Decision.
2) For choosing a reliable company, Niu Lao Lao Liu Jianyi can judge from these aspects:
(A) whether to enter colleges and universities, organize campus recruitment. The school has helped us take the first step to judge whether the company is reliable. Companies with poor management, poor reputation and high turnover rate are basically rejected from the campus before entering school.
(2) Pay attention to the content of enterprise recruitment websites and forums. No one can ban the attack of Keyboard Man, but we can still have a basic judgment on the company from most comments and multi-platform information about the company's concern for employees, the development of the enterprise industry, the emotions and practices of internal employees.
(c) Experience exchange among seniors/seniors who join the target enterprise. If the above two points will be mixed with your own subjective judgment, then the experience of seniors/sisters is a very objective reference information. The simplest thing is to look at the application and status of the whole person when the other party mentions the company. Everyone should believe that when we talk about what we like, our eyes will glow.
I believe many partners have heard our parents or other elders teach us to deal with the relationship between colleagues and company leaders. It is helpful in some fields and some enterprises with strict hierarchy. However, in most fast-growing enterprises, companies pay more attention to the ability of talents to do things-that is, the ability to deliver results. If you have time to think about the complicated interpersonal relationships in the workplace, it is better to do everything the leader gives you beyond expectations. The sustainable development of enterprises and the creation of more opportunities and benefits are determined by the achievements created by all employees, not by human feelings and relationships. 20 14, the initial layout of SXF group development, hatched a subsidiary. All departments need to deploy elite troops to form a new team. At that time, my second job transfer was from the general marketing position of the group to the subsidiary, which also changed me from product marketing to brand director, from a group of 1 person to a department of 20 18 7 people. This transfer has a lot to do with my simple responsibility for the results of my work.
Working in the same position for 2-3 years is the peak of job-hopping. During the interview, the reason I heard the most was that I felt that the job content of this position was very skilled and there was no room for improvement in professional skills, so I wanted to study and be promoted on a larger platform. We need to unify the definition of specialty here. From the personal level, professionalism means knowing more about a certain skill or being more efficient, but from the company level, the judgment of talent professionalism is job performance, and the evaluation of performance improvement at each stage is professionalism. So in the final analysis, we should pay attention to the delivery ability of work results. For those of us who work in enterprises, if we can be recognized by the company in this respect, we will also get more opportunities in the development of the company. In the office where Niu Lao Lao Liu is located, there is a special "job-hopping corner", where several colleagues who have experienced job-hopping in the company happen to be concentrated, from product manager to channel management, from sales to industry operation, from brand to corporate culture (yes, the last one is the third workplace transformation that Niu Lao experienced after the Spring Festival this year). As long as the company needs you, you can quickly play a role and make achievements, and you are "professional".
In the recent interview for assistant position, I heard the interviewer mention more than once that he hoped the company could provide rich training or learning opportunities. Here I want to talk to my partners about a very realistic problem. The company is not a school and has no obligation to train employees. Companies that have developed to a considerable scale will have their own training departments, but most companies lack internal training resources for employees, especially in terms of personal quality and ability. Therefore, many times, the improvement of professional skills and personal ability and quality requires us to spend our personal rest time to complete. Now the learning resources are very rich, as long as you are willing to invest time, you can let everyone see your growth. For example, if you want to improve your public speaking skills, Touma Toastmasters Club has organized activities all over the world. If you want to improve your meta-ability in learning, unpacking books to help the learning community can cultivate your good study habits. These are all free resources. Then there are more paid skills training resources, so I won't go into details here in Niu Lao.
The above points, based on my working experience in a company in the past 8 years, and the phenomena I have recently paid attention to and observed, give you some reference suggestions, hoping to help some partners who have the opportunity to read the article. You are also welcome to have an in-depth exchange with Niu Lao Lao Liu to discuss more topics such as brand marketing, enterprise management and cultural construction.