Should I Stay or Should I Go: How to Deal With Job Hopping

Endless interviews and negotiations. Answering basic and similar questions, and waiting for a callback that, hopefully, will become a satisfying end to the process. Sounds stressful, right? But some people almost seem to enjoy the process and, as a result, they job-hop to the point of having 11 workplaces in 10 years — I know someone like that.

What is the reason behind this behavior, and what can companies do to counteract it?

Why do people job-hop?

Toxic management

64% of professionals have experienced a toxic work environment. Among them, 44% blame leadership and management.

This toxicity can present in several ways:

• Lack of trust
• Micromanagement
• No respect for the work-life balance
• No room for mistakes
• Gaslighting and much more

A search for a workplace that is not toxic and will support its team, no matter what, is one of the most popular reasons for job hopping.

No career growth opportunities

Businesses that do not offer this possibility are certain to face big professional churn. Businesses that provide a growth opportunity see 15% more engagement than those that do not. This also means they see a higher level of retention and can prevent job hopping.

Lack of company loyalty

Companies want their teams to be loyal to them. They want them to share their values, follow their mission, and stay with them no matter what. What businesses may not realize is that teams expect the same treatment. They want their place of work to be loyal to them, invest in their development, provide them with perks and advantages, and offer them the care they deserve. Lack of thereof can be a deciding answer to the “Should I stay or should I go?” question for about 20% of workers. And that is not going to be a decision a business will like.

Which industries are the most vulnerable?

IT, media and PR, non-profit organizations, education, and government are more prone to experiencing churn and are more likely to deal with job-hopping professionals. This is usually due to low pay (government and education) or the abundance of other roles in the industry (IT and media).

Combined, the above-mentioned factors paint a depressing picture. Nevertheless, there are steps leaders can take to stop job-hopping and build a lasting and professional team.

What can leaders and managers do about job-hopping?

Through thirteen years as a CEO and a Managing Partner, I have developed five steps that have helped me deal with job-hopping teammates.

Step 1: emotional connection matters

In my opinion, this is a lesson every leader should learn.

To build a personal and emotional connection with my teams, I like to make little notes on everyone I come in contact with. This way, when I have a chance to personally communicate with them, I can ask them about important things like their hobbies, goals and even pets. Seeing their faces light up when I mention something that matters to them makes my day every time. Plus, it helps me form strong bonds that prevent the SupportYourApp team members from job hopping.

Step 2: out-of-workplace communication should be encouraged

Not something a lot of professionals can afford — dedicating their personal time to communication with their colleagues. Nevertheless, setting up team-building events that take place in a cozy café or, even better, out in the open, is crucial. The bonds built during such events may last a lifetime.

At SupportYourApp, one of our favorite ways to spend time together is sport. Marathons, charity runs, yoga and meditation sessions, and so on. This is not only a good way for us to bond, but to take care of our well-being.

Step 3: there should be a possibility of professional development

With only 25% of professionals sure about their professional development at their current job, it is no wonder that we are facing job-hopping. After all, no opportunity for promotion or growth is one of the most popular reasons people quit.

There should always be room for people to grow. Teams should have a clear understanding of what steps they need to take to push their careers to new heights. Businesses should also provide their teams with several directions they can take their careers in. It will give a team member a reason to stay with their current company for a long time, and it will allow businesses to find new opportunities and directions.

For example, 60% of SupportYourApp’s management team was promoted from the positions of customer support consultants. When our team was smaller, this number was as high as 95%. We are creating greenhouse conditions for internal professional growth so that everyone has a place to develop and fulfill their professional potential.

Step 4: a team simply must be listened to

Businesses often treat team satisfaction surveys as something that has to be sent out and then ignored. They think their teams treat it like an opportunity to complain about working hours or low pay. What we have found is that teams use satisfaction surveys to express gratitude and offer their advice to make their place of work better. They want to show they care, and this is a perfect way for them to do so.

If a business wants to retain its team, every voice and every thought needs to be heard and considered. This is the only way to build a company where people will want to stay. Such surveys can help a business review insurance and vacation policies, implement new team activities like book and movie clubs, and even make necessary in-office adjustments.

Why am I so sure about it? Because this is the practice SupportYourApp has been using for more than 13 years now.

Step 5: it is important to be a leader, not a ‘pusher’

I will not tire of saying — the best way to manage people is to lead by example. Pushing one’s team to do something they may not want to do and refusing to respect their opinions is one of the signs of a toxic manager. It is almost sure to become a reason behind churn and job-hopping.

Being a leader is all about inspiring people, motivating them, and creating an atmosphere where they will want to stay and thrive. The catch? There is no limit to how good a leader can be, so the process of becoming one is ever-ongoing. Which is one of the things I love about it.