By Bert Sadtler.

There was a time, not so long ago when businesses frowned upon job-hopping. With this earlier generation of workers, the term “Job-Hopper” was regarded as a very undesirable label for any member of the workforce.

It was loosely defined as pattern of changing companies every year or two of one's own volition. That was also a time when many members of the workforce retired after 20-30 years working for the same employers.

To be considered a “Job hopper” meant you were not committed to the success of the company you worked for. Instead, you were only committed to your career advancement and increased personal earnings.

In an earlier time and day, the professional with less than a 10-year stint with the same employer was an exception. Changing an employer then, also made it challenging to fully integrate into the culture of a new employer since everyone else had been working there for decades.

How have the changes in today’s employment cycles made job-hopping a good thing?

It is important to be reminded that “change” is a constant force in business. Change in employment has resulted in the average professional changing their job approximately every 3-5 years. Sometimes, it is the result of downsizing. Sometimes it is the result of a recruiting effort. Sometimes it is the result of the professional simply finding themself in front of a better opportunity then their current business situation.

Business culture has changed so businesses are more aware of the need to grow through innovation and new ideas. New ideas and innovation don’t always come from within an organization. Fresh ideas come from outside many times. Business culture has also changed so it recognizes that a professional does not need to spend decades at the same business in order to be able to make significant contributions.

With the change in business culture, one of the values of new talent to an organization is:

“Can the new talent help us solve and resolve issues that we can’t currently figure out?”

This represents a philosophical shift from the past. It once was a requirement for the newly hired professional to thoroughly understand the business before being hired. As an example, companies built on brilliant technical innovations have less of a need for another technical developer and more of a need to someone with strong business experience. What they don’t have …is what businesses most need.

So how does today’s changing employment world directly affect the individual professional?

• First, the individual changing their job every 3-5 years gets a fresh start at each new job junction.
• They don’t need to carry the baggage of an embarrassing lapse in judgment made 10-15 years earlier when they were younger and foolish.
• They get to walk in the door and reset impressions on day 1. For example, leaving the previous employer as a “Finance” member and starting the new job as Director of Accounting provides the newly hired employee with a jumping off point that starts with a leadership title where no one is still thinking of them as just a member of finance.
• In my opinion, today’s employment focus is not where the professional has been but instead: where the professional is going. By starting a new role every 3-5 years, career advancement can be accelerated and the smart, qualified talent can deliver the best value to their employer and to the business marketplace.
• The frequent change in employment forces business and the professionals to be mindful of their decorum and professionalism. You could be competing against your next employer.  How well that is handled really matters today. If the business handles it poorly, the best talent will not want to join them. If the individual handles it poorly, the best businesses will not want to hire them.

Are you thinking about where your business has been or are you thinking about where your business is going? Are the constant changes in business today your path to growth?

Good hunting! 

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About Boxwood Strategies

Bert Sadtler is the President of Boxwood Strategies and is a thought-leader for best practices recruiting, performance-based compensation and the shift in the changing paradigm toward acquiring critical senior level talent.

Boxwood Strategies is a management, consulting and recruiting firm located in the National Capital region.  As   a dedicated, consulting resource to CEO’s and hiring managers, Boxwood develops   strategies for organizational growth through a focus on performance, as well as the evaluation and acquisition of critical talent.

To help companies meet numerous business challenges, Bert has co-founded the Alliance of Independent Managers, a group of diverse and accomplished senior-level professionals who are available to companies on a consultative and project basis. The focus of this group is to take “AIM” at a company’s challenges and opportunities, clearly defining it’s challenges, and deliver cost-effective solutions by using experienced, professional consultants instead of hiring full time employees.  Market     sectors include: SATCOM, Space, Government Contracting, Communications and Technology.

Bert can be reached at: BertSadtler@BoxwoodSearch.com and at BoxwoodSearch.com