Company loyalty is an unwritten law between employer and employee. But where does the loyalty of an employee end, so that he can advance in his career? Job changes often help to take decisive steps on the career ladder and also to push through salary increases. Too frequent job hopping can, however, be a career inhibitor. Finding the right mediocrity is not always easy.
They are rare nowadays. Having successfully completed their training, employees are often taken on in a department, where their progress often ends; the employees lack perspective and end up in a dead end. For a one-company career, progress should always be visible. In order to make progress in your own company, you need a manager who can make good use of your qualities and skills and the employee's own motivation and agility. External influences, such as poaching from competitors, are often a catalyst for making progress in your own company. If the issue is raised with the superior and he or she places you in a longed-for position in the company. Because only those who can demonstrate more responsibility, a rise in the hierarchy and enriched knowledge are still interesting after ten years in a company.
Our tip:
Take responsibility for yourself and your area of responsibility. Regularly present your work results to your supervisor so that you are present when the next job is filled. Define your job and career aspirations clearly and show your loyalty to the company. This will ensure that you are not disregarded when suitable new appointments are made.
Frequent job changes in a 2 - year rhythm are not in demand in Germany. Exceptions are the media, PR and advertising industry, where changes every two years are standard. Usually, if you want to be successful, you have to show consistency and take responsibility. Because only then can visible and measurable results be achieved for the company. Job-hoppers are people who collect positions instead of results. Their CVs are very impressive at first glance. The listed positions seem to represent an interesting career path. But be careful, on closer inspection there is a lack of information on results actually achieved. As a rule, job-hoppers are not managers and are not suitable for management positions. One does not speak of job-hoppers when external influences such as the sale or insolvency of companies or even outsourcing of certain specialist areas lead to frequent job changes.
Our tip:
If you have frequent job changes, clearly state the reasons for these changes in your documents. Restructuring and company changes in particular can be well justified. It is important to present the results achieved so far, such as project completions, sales increases, process optimisations.
If overall a further development in a company with verifiable results is recognisable, a career step can also take a long time in a company. Except for the media and advertising industry, a change every 5 - 8 years is okay, thus excluding job-hopping. It is difficult to identify the time of an upcoming change. It is also not necessary as long as recognition, appreciation and development opportunities as well as a pleasant working atmosphere are in order. However, if your manager does not recognize or prevents the opportunities for advancement, you should consider a job change. It is striking that often a pending employment contract in a new company and a correspondingly self-confident appearance in the "old" company opens up new perspectives after all and develops into a willingness to talk to your superior.
