Hi! Managers: The alarming job-hopping trend

My friend and I are in the same generation, and we value job security. We tend to work at the same place throughout our working life. These days, young people have a higher tendency to become job hoppers, searching for better opportunities, before establishing themselves. It is a social phenomenon that cannot be denied.

Although job changers often cite their chances to learn new work skills, better opportunities for career advancement and achieving an appropriate work-life balance as the main reasons for quitting their jobs, monetary incentives play a leading role in their decisions.

If a person is really dissatisfied with his or her current assignments, switching jobs may be the only answer - but not frequent switches. However, if lucrative offers are the key reason, then several disadvantages associated with job hopping should be seriously considered.

During my long professional career, I have had vast experience in interviewing candidates for job vacancies. I have always had to think twice about candidates with backgrounds of frequent job changes, and whether or not I should give them the nod to be a part of my team. At my company, the core competencies initialed in the word "TRUST" are teamwork, responsibility, understanding customer's needs, self and subordinate development and thinking positively. Job-hopping records reflect a lack of commitment and responsibility, which are the key elements of our corporate culture.

Putting aside exceptional cases - which are not common - frequent job seekers do not have the in-depth knowledge and skills that can only be gained through work experience over a certain period.

Since most job switchers seek pay rises, employers have to carefully consider how to put them on the right steps of the corporate ladder because salaries are in line with job titles. The morale of long-term employees who are loyal and committed to working for the organisation may be affected.

I know a lot of job hoppers. While some of them are satisfied with their salary increases whenever they job-hop, many are disappointed, because their new jobs are not what they hoped for. They also regret throwing away their former job security and the chance to grow together with their previous firms.

Some readers may be thinking of switching jobs during this seemingly favourable economic climate in Thailand. If continuing to work for your current organisation is intolerable, or you really do have a much better offer for your career advancement, then you should move on. But you should only do so with concrete career planning.

If not, you should give yourself more time to ponder over what you should do to get rid of the boredom of your current assignments and keep yourself energetic about your work in the future.

For corporate executives, you must be cautious and adopt an efficient employee-retention programme, as job hopping has become very common in our society. Monetary remuneration as well as employee welfare must be constantly reviewed in the light of the changing business environment.

It is an organisation's loss when good staff members resign because a lot of money and time has been spent in grooming and cultivating them so that they "shine" enough to attract the attention of other companies.

Periodical employee-engagement surveys will enable executives to learn the extent to which staff are personally committed to the organisation, their superiors and their colleagues. The company can then improve working conditions and develop its strength to remain competitive in the market and reduce job-hopping tendencies.

Job switching may - in some cases - be a boon for employees, but it is a bane for organisations in almost every case.

Panatda Chennavasin is vice president for corporate strategies and corporate relations of Tri Petch Isuzu Sales as well as senior vice president for overseas marketing of Isuzu Operations (Thailand). Her articles appear in Hi! Managers on every third Wednesday of the month.