I have been in the company for the longest time, and carried it to the last one.
Editor’s note: This article is from WeChat public account “ Spenser ” (ID: spenserandhk) , Author S uncle.
At the end of the last year, many students want to change jobs. As for previous years, I have received such inquiries:
“Should I leave?”
“How can I get a raise after changing jobs?”
“How do you envy the lives of your bosses and seniors so that you can also be part of the core team?”
Speaking of the relationship between job change and promotion, I agree with a point shared by Deng Kangming, the former chief human resources officer of Ali:
In fact, the core team is left over, not selected.
The point to start is that only the people who have experienced hardships with the company and who have countless scars and countless military merits are the ones left after the big waves and can become the core team of the company.
If you are an entrepreneur and your core team can be composed of this kind of person, then even if you want to change a track, this group of people will be able to help you get things done;
Similarly, if you are a person with core team qualities, then your career development blueprint will become unprecedentedly broad.
Then the question is, as ordinary members of society, there is no intelligence talent higher than ordinary people, and there is no academic blessing from top famous schools. How to increase the probability of entering the core team and achieve higher-level workplace transition ?
One of the most misunderstood but most practical suggestions is:
Less job-hopping, be the longest in the company, carry to the last one.
Changing jobs is not about chasing challenges, is about avoiding difficulties
I know that people, especially young people, are very pursuing. They will not be superstitious about the system and stability like the older generation, but they want to be as aggressive and experienced as possible so that they can be more competitive. .
The idea is certainly correct, but what is the action of most people?
Working at this company today, I feel tired in a few months, I ca n’t learn new things, I have to go;
I will work for that company tomorrow. If I think I have performed well but have not been promoted, the proper “company development prospects are too bad;”
Or if things do n’t work well, I immediately feel that I ’m “inconsistent with company values” blabla …
In short, you must decisively change your job and pay off its name: “In order to pursue greater challenges.”
If you think about it carefully, you can see that these seemingly “restless” actions are actually sticking to another type of “restfulness” because they are running away-
Avoid the boring accumulation of volume change, the difficulties of further study, and the patience of waiting for opportunities.
In other words, they only stay at the level that is most in line with human nature. They hide when they find it difficult, leave when they are bored, and change when they are slow …
Come on, is this simple and easy response possible for individuals to do well? It is not rare at all, not special at all, what value is there at all?
Think carefully, what kind of position is most likely to be left for you?
The answer is, the position that someone just left before;
The reason why people choose to leave is likely to be the same as the reason why you choose to leave.
Essentially, you just moved your office, but did n’t cross the career hierarchy.
After all, the things that are truly challenging are anti-human, but it is the anti-human part that opens the gap between people.
So, job-hopping is not the courage to pursue challenges. You can hold back and do not jump. You have the patience to do what you want (even if you do n’t think you are good at what you do n’t like). first step.
There is no way closer to the core than patience
Leading is that being closer to the goal than others, and looking at it for a longer period of time, Patience is also the shortest way to the core.
This is not a chicken soup, but a solid methodology.
Everyone hopes that they can participate in the company’s core projects, and then be eligible to enter the core team;
But have you ever wondered what kind of people the boss will allow to participate in the core project?
Put aside those rare talents and rare talents, the more common considerations of bosses are:
See if this person is reliable enough. If you bring out ta, is it more likely that you will stay in the company for a long time and serve the company?
After all, the last thing the boss wants to see is the loss of core project staff, so at this time, the sense of loyalty that is not released for a long time is particularly important.
For example, a friend of mine who started a business in Shanghai and works as a company’s new media agent. Their company’s largest customer is a well-known Japanese brand. The profits earned from this customer each year account for 70% of the company’s total profit .
So how did he build a core team to serve this customer?
It’s simple, all Shanghainese —
The reason is that, compared with the more mobile migrants, the local people in Shanghai have a much lower probability of switching jobs. First, they must ensure their stability, and their abilities can be accumulated.
It’s a bit unfair from the perspective of employees, but this is indeed the optimal solution for the company;
Those who are involved in the most core projects are naturally the group with the fastest promotion.
Even if the people in this team want to change jobs one day, their bargaining initiative and choice space are much larger than ordinary employees;
So I often say that being core in one company is better than guerrilla fighting in ten companies.
This is especially true for small and medium-sized companies.
So, jump carefully, if you do not encounter the opportunity of qualitative change, patience to carry on with the existing company, but rather a more favorable choice.
Don’t deify any “brand effect”
Most people’s job-hopping paths follow the company’s thinking of getting bigger and bigger. After all, I think that big companies are like famous schools, and they can always plate a little gold for their resumes.
But in terms of competence, this is not true.
As far as my own entrepreneurial experience is concerned, You have to integrate a team of 3 people and a team of 100 people. The difficulty is essentially the same.
Because in a three-person team, you need to work hard to get the approval of the other two core decision makers, and in a 100-person team, it has a decisive impact on your career development, that is, two people; p>
So, no matter where you want to change jobs, the ability to deeply influence the core is fundamental, and patience is the root of this ability;
No patience, no matter how strong a talent, it will not nourishOut of successful results.
This principle, in turn, can be used in personal choice startups.
I often receive private letters from readers saying, Uncle S, a startup company invited me to join, and their boss looks good. How can I determine if he is really worth my follow?
It’s very simple, just look at his circle of friends;
If the boss says in the circle of friends today that he has partnered with A, tomorrow that he has partnered with B, and that he will partner with C again next month, then this boss must be unreliable;
Because people who don’t have long-term partners, there is bound to be no endurance, and without endurance, there is no way to achieve results.
With patience, we can be friends with time and produce things with real compound interest value;
So, no matter what career stage you are in, I advise you to put patience first.
People with core competitiveness will never lack opportunities.