How often should I change jobs?
There are no hard and fast answers to this compelling question. Some industries value stayers; people who stay more than 5 years whilst others expect job-hopping as a means of career progression. There is also a general different perspective between Baby Boomers and Millennials. Baby Boomers are more likely to come under the “stayers” umbrella.,which is often regarded as a sign of stability and loyalty amongst fellow Baby Boomers but in reality may actually be a risk aversion caused by mortgage and family commitments.
Millennials often don’t have these matters to take into consideration when changing jobs, making the decision much easier to digest. However, job hopping may be regarded as flightiness and displaying a lack of commitment by many Baby Boomers. Whereas Millennials may regard a lack of movement as stagnation and being resistant to change in fast evolving markets, such as the technology sector.
However if an opportunity presents itself which offers you significantly more income and career progression opportunities with a good work/life balance, you may be considered foolish not to consider this opportunity carefully especially if you don’t get on with your current boss. Generally, if you dread going into work every morning you should consider moving on for the sake of your own personal dignity and mental wellbeing.
It is fine to frequently move jobs as long as you have solid compelling reasons for doing so as you approach you next interview. These reasons could be that “the average tenure in my last company was six months whereas my tenure was eighteen months” or “an eight month tenure is the average in this industry. I was there for two years”.
The frequency in which you should change jobs is very much an individual issue. What responsibilities or how many dependants do you have? Do you have a sense of dread going into your current employment every morning? What are your key motivations for leaving and will your new employer satisfy these motivations?
The above questions are endless and individual to yourself. For example, following your passion may be your main motivation for leaving, whereas remuneration is only a secondary consideration. The first port of call is to identify these prime motivations and then identify opportunities which match these exact requirements.
Talk to one of our specialist consultants who will offer leading edge advice and connect you with the best employers by discipline, industry or location.