There’s buzz in the media that Generation Y is finally being put in our place. The recession won’t play favorites and Gen Y will see just what Gen X and the Boomers have been talking about. Besides this being ridiculously sad – honestly, are we really a society that beats down optimism? – it’s also completely erroneous.
The Economist reports that “the touchy-feely management fads that always spring up in years of plenty (remember the guff about ‘the search for meaning’ and ‘the importance of brand me’) are being ditched in favor of more brutal command-and-control methods.” (h/t The Schiff Report)
Except companies that operate according to the latest trend and resort to command-and-control methods are neither Gen Y-friendly, nor anyone-friendly. You cannot have one set of values one month and a different set the next, because what makes individuals productive in one economy does not change in another.
If you value an open, collaborative approach, that shouldn’t change when times get tough. Especially when Gen Y values are so beneficial to everyone.
The Economist goes on to say that Gen Yers “have labored under the illusion that the world owed them a living. But hopping between jobs to find one that meets your inner spiritual needs is not so easy when there are no jobs to hop to.”
Except that those who can perform will always be able to find a new, exciting position. And Gen Y knows how to perform, especially under pressure. We’ve been multitasking since we could make a to-do list and we readily embrace change. We came of age during 9/11 and as Nadira Hira argues, “corporate America often appears just as scary and unstable (and untrustworthy) as the world at large, if not more so.”
Just because we’re experiencing an economic meltdown for the first time does not mean that we’re going to hide in the corner. We’re not going to settle. Really, we’re not surprised. We saw all this growing up– lay-offs, bankruptcy, politicking – and it’s exactly why we wanted to change the workplace in the first place.
As the Financial Times reports, “today’s younger generation are better prepared for economic hard times than their parents or grandparents: they were not expecting jobs for life… switching jobs and reconsidering careers are second nature to them.”
So, stop listening to those who say Gen Y won’t survive the recession. Here are four ways to really feel secure in today’s economy –
1) Turn down job offers. My mother was horrified and I was elated when I turned down a job offer a couple months ago. But it is one of the most empowering career moves you can make because you get to practice negotiating, you get feedback, you’re in control and you have the option of using it as a bargaining position later.
2) Get paid what you’re worth. I’ve increased my salary 60% since my first position out of college. If you’re keeping track, that’s a 20% raise each year. Silvana Avinami, a self-proclaimed strategic job-hopper reports on Brazen Careerist that she does even better than that, averaging a 30% raise with each hop (see comments).
You simply cannot do this by staying at the same job unless you’re there for a very long time. You just can’t. “Loyalty is about delivery,” and when you deliver, you should be rewarded accordingly.
3) Over-perform. You probably don’t love what you do. And if you don’t like your job, even a little, you’ll start performing badly. That’s bad because high performance is the key to a successful career.
“It makes sense,” Penelope Trunk argues. “If you don’t need to get another job anytime soon, then you don’t need to perform well in the next six months. You can coast. Job hoppers don’t coast or their resume will look bad.” Job-hopping allows you to find out what you like and figure out your strengths by forcing you to make an impact quickly.
4) Risk everything. Because safe is boring and maybe that’s good when times are easier, but they’re not. Safety doesn’t create innovation. But innovation does create new jobs and new opportunities. Innovation creates new markets and cures for illnesses and ideas that make us excited to get up in the morning.
You really want to help the economy? Put yourself out there. Risk everything. Do it for you, your family, your friends. We’ll all thank you.
63 replies on “Why Generation Y should job-hop, even in the recession”
In my opinion, the most important of these is number three. Someone who is dedicated and dependable is always going to have options even outside of their area of expertise. Plus, if you accomplish a lot, you’ll feel good about yourself.
Rebecca, this is a great post, for many reasons. But the one that really moves me is the amazing job you do at linking. You create a snapshot of the whole conversation on this topic by linking to the larger picture and then putting your own lens on top.
You have to know so much about a topic to write a post like this — one that works on so many different levels. And you have to care so much about conversation in order to spend this much time linking. I love this post.
Penelope
I agree wholeheartedly with your message here.
This quote is odd:
“have labored under the illusion that the world owed them a living. But hopping between jobs to find one that meets your inner spiritual needs is not so easy when there are no jobs to hop to.”
If we believed the world owed us a living, then the job hopping would be so that we could find safety and security; a job with benefits that we could trust and depend on. This is outdated thinking. The writer implies that it is neccesary to find a safe job when he/she says ‘there are no jobs to hop to.’
So what? You think that someone has to FIND a place that will GIVE them what they need? Why not create it for yourself? It’s such defeatism.
Considering the instability of the economy, young, fresh college graduates looking for a job would not be able to do what my grandparents attempted to drill into my head, which was simple:
a) Go to school. b) Get a safe, likeable job, and c) Stay there and be secure.
I believe that while the economic crisis is doing more harm than good, it IS shedding the illusion that people have had for the past few generation. That illustion is that something else (government, economy, etc) will provide for you. However that is simply not the case.
Because of this crisis, Gen Y is now somewhat aware, if not fully, of the simple fact that nothing in this world is for certain, and looking for safety nets is a bit of a bad habit. Gen Y sees that the only way to succeed, logically, is to do exactly what you have proposed here; job hop, and take risks.
I mean, just think of how our country evolved. Inventions and leading men in women in society didn’t look for the safety net, or the secure job, or the job with benefits, or whatever else. They looked to stand on their own two feet, relying on nothing but their skills and their knowledge alone.
There is enough proof out there already.
My only concern is that if Gen Y were raised by parents/guardians/.grandparents that taught them outdated thinking that might have worked in the 50s-60s, is that they might be a bit naive or unaware of what power they really hold in their hands: the power of choice.
That’s my two cents.
You make some very great points here. And maybe it’s because I’m on the cusp on gen x and gen y but taking risks can come with some serious ramifications. Mainly, I am a single woman with a mortgage. If I take a risk that fails incredibly, I have no one to step in and help me keep my house.
@ Michael – Agreed! I think it’s often difficult to perform so well though if you stay in the same position – then you just get comfortable. Thanks for the comment!
@ Penelope – Thank you! I was definitely in the zone, I think that happens when I’ve been writing a post in my head for awhile… : ) Anyway, I really appreciate the support.
@ Mitchell – You should totally start a blog! I love your comment and couldn’t have said it better myself : )
@ Dutchess of Kickball – Hey, I’m a single woman with a mortgage payment too. And I just bought a car. And student loans. I think if you’re financially responsible and living beneath your means that you’re able to benefit from taking risks. That doesn’t mean quitting your job and waiting around for a new one, it’s being proactive when opportunities arise. Just my opinion though. Thank you for commenting!
Ahh, Rebecca this is a perfect post, and well worth the wait :-)
At 49 (yeah, old people read your blog), I was taught those same old values, but thankfully I’ve always been Gen Y in Boomer clothing. In my last job interview before striking out to become a coach, my soon-to-be-boss said, “you’ve moved around quite a bit, do you think you’ll stay…make a commitment to us?” I said, “If brand me keeps matching brand you, we’ll have longevity. If not, why would anyone in their right mind choose to stagnate for the sake of security?”
The world needs Gen Y like water and air.
What I think is amazing about this is that Economist article seems to have done what a number of published pieces on the generations keep doing…not actually talking to Gen-Yers (or more accurately, listening). And Gen-Yers who are making things work aren’t in the minority. I did role-hopping, taking on my third role in a company before even hitting year three. And every time HR said I couldn’t move on because I hadn’t been in the previous role a year “to fully learn the job,” my reply was, “I could learn entry-level jobs in my sleep. It’s not about these previous roles, it’s getting to my right role.”
If anything, companies should be looking to leverage multitasking Gen-Yers…not that I’m a supporter of job cuts, but think about what could be done if you put a handful of Gen-Yers in a team that replaced people who had checked-out on the job. And you could also broaden scope, increase engagement, and the company will be attractive to the hottest talent because they get it.
Awesome post!
@ Lisa – I love your Gen Y attitude! I think you make a good point; it’s all about how you show the company you can provide value. If you can do that, they’ll want you regardless of where you’ve hopped from or plan to hop to. Thanks for sharing!
@ Emily – Thanks so much for sharing your story – I agree the articles about Gen Y are so frustrating, especially since they seem to conclude that Gen Y will succeed in the end and just wanted to complain about us in the beginning.
A good counterpoint to that damn Economist article which freaked me out a little bit! What do you define job hopping as? Being at a job less than 2 years?
If you’re talking about high performing Gen Y’ers, then I agree. If you’re talking about how Gen Y is more prepared for a job hunt with technology dominating the way many companies recruit, then I agree.
Unfortunately, I think you are painting with a wider brush.
Most of the advice for Gen Y should be targeted at high performers. If you’re a high performer, you don’t have to worry about a job in almost any economy. Proven high performers bring value and it doesn’t matter if they are Gen X, Y or Z.
Of course, most high performers know this and have been using it during good and bad times through countless generations. The best people who want to get paid end up getting paid.
The problem with saying that Gen Y is capable of doing the same thing high performers are able to do is that most people in Gen Y are not high performers. Most people in all generations are not high performers. So when you advise a mediocre Gen Y’er that just because they are in Gen Y, they should be able to job hop and do what they like in this economy, it isn’t going to work for them. That’s not pessimistic, that’s realistic.
Luckily, most Gen Y’ers can usually take stupid risks easier than others. And yes, stupid risks are not the same as regular risks. If you are making a risky decision based on your generation rather than your performance, that is a dumb risk. And if you have a unrealistic view of what your performance actually is, then it’s doubly dumb risk.
There’s a great article in the December/January Fast Company, “Revolution in San Jose” that profiles Cisco and its reincarnation over the last decade from a traditional hierarchal governing structure to a collaborative one. Co-intentional leadership should NEVER be about courting a generation, be it mine or any other. Study after study concludes that such leadership yields greater financial results, increased productivity and work-life balance, and more social impact. Thanks for another great blog posting underscoring this.
@ Tanya – Thakns for the question. Probably less than 2 years, yes. I’ve been at each of my jobs a around a year – sometimes more, sometimes a bit less. And to clear something up, I’m not saying I wouldn’t stay longer, I’m actually longing to stay at a company, but only if it’s mutually beneficial.
@ Lance – I think Gen Y is higher performing than other generations in certain areas and this does give us an advantage. Of course you can take any argument and find exceptions, but I still believe that Gen Y has advantages as a result of the way we were brought up and the experiences that shaped us that will allow us to excel in the workplace. Thanks for offering an alternative viewpoint!
@ Alexia – Thanks for pointing that out! Gen Y is touting the benefits that other generations have been desiring for decades. We’re just in a position – in fact, as a result of the hard work of previous generations – to finally take advantage of such benefits.
“I think Gen Y is higher performing than other generations in certain areas and this does give us an advantage.”
Based on what? And more importantly, how does it translate into concrete job success?
“Of course you can take any argument and find exceptions”
Exceptions in this case are high performing Gen Y employees. Most Gen Y employees are average. Most employees are average. You’re really providing advice for the highest performing Gen Y’ers (who really don’t need it anyway). People who are average and aspire to be high performers need advice that can take them to that level.
“I still believe that Gen Y has advantages as a result of the way we were brought up and the experiences that shaped us that will allow us to excel in the workplace.”
If we do have that advantage, it hasn’t resulted in increased workplace success for most Gen Y’ers. If being great multi-taskers and making a quick impact (then leaving) is important to an employer, then they will see value. The fact that Gen Y hasn’t been overwhelmingly successful is (generally) because we haven’t aligned our strengths with organizational values.
Here I am, putting it out there as the advocate against job hopping. I’ve increased my salary by over 60% by staying at the same company for the last 3 years. And I’ve built solid relaitonships that will last throughout my career – wherever I go. Plus, I’ve built the kind of relationship with my boss that means I’ve literally written my own job description.
That doesn’t mean I haven’t benefitted from job hopping as a phenomenon.
The funny thing is, when you stay, and other people go, you get new opportunties and with that comes new challenges that you can only experience as a true expert within an organization.
So all I’m saying is, you don’t have to be a job hopper to have a successful career full of new challenges and opportunities.
You just have to be creative, persistent, and also, take tons of risks. Because sometimes, the risks are even harder when you don’t plan to leave. When you want to stay and fight and push and move and grow. You have to care what people think about you. You have to cultivate relaitonships. And it’s hard, nearly impossible at times. It takes discipline, failure, and confidence, but it’s possible for Gen Y to have this career model work for them too.
But it teaches you a lot about yourself by taking the risk of staying.
@ Lance – I think we’re talking in parallel. I agree that you have to be a high performer in order to reap benefits – that’s why I put it in the list! I’m talking to average employees who are hoping to not be so average. Everyone wants to improve, and I’m offering tips from my view on how to do that and build up success so that you can move forward with confidence. You note that, “The fact that Gen Y hasn’t been overwhelmingly successful is (generally) because we haven’t aligned our strengths with organizational values,” but can’t judge Gen Y’s overall success yet because we just entered the workplace. There will certainly be work on both sides, no doubt about that. I really appreciate your differing perspective, thanks again!
@ Tiffany – Speaking of exceptions…! I love the phrase, “taking the risk of staying.” I would love to stay at a company that offers me challenge and that I can continually perform at a high level. I do think it’s a different kind of challenge and that you learn from that too. You’re very lucky : )
“You cannot have one set of values one month and a different set the next, because what makes individuals productive in one economy does not change in another.”
And the sooner management figures that out, the better off everyone will be.
By the way, job hopping doesn’t necessarily mean changing companies. I worked for one company for 18 years and had a different job about every 18 months. The key is that high performers will be presented opportunities, in and out of companies.
Nice post, Rebecca.
so interesting! AND reassuring! as a gen-y -er who has been job hunting for the past 4 months, this kind of thing gives me the teensiest bit of hope… yikes. thanks rebecca!
Good points about job hopping not necessarily looking great on a resume. If you are jumping jobs every six months, you’ll end up with a lot of employers listed on your resume and not many bullets outlining any worthy accomplishments while there. It’s good to put a year in if you can before jumping ship.
Regarding the general attitude toward Gen Y…I’m really getting sick of people whining about how Gen Y is viewed. Statistically, our generation has had more opportunities than the one before us, just as the boomers had more opportunities than the greatest generation. This is what our grandparents and parents sacrificed for…so that we could have things a little easier. I’m sure most of us are thinking the same way about our kids or future kids. I know for me, I’d like to pay for my children’s college, because I know what a huge advantage it would have been for me. So, when I hear things about Gen Y having life handed to me etc…I don’t get defensive, I take a moment to appreciate how lucky I am to have had the economic support from my parents that they didn’t get from theirs. I wish people would not be so focused on being victims and become more focused on learning from those with much more wisdom and experience than we have, before their knowledge is lost.
@ Rebecca – Hm… let me digest that. The interesting thing is, I wouldn’t say a challenge was offered to me.
I would say that I would have the same job description (and probably salary) that I started with at my company if that was my mindset. It’s true I’m playing with semantics here to me, but it’s an important point I want to make – our generation needs to hear it.
It’s true that being at a large company has possibilities that maybe aren’t possible elsewhere, so I am definitely grateful for the resources and opportunities available.
But my story is not about moving up the corporate ladder, because my rung didn’t exist until I pushed for it. So to me, being (and staying) in the corporate world can was and is about taking risks, but it’s all about your mindset.
I do know that if I had required a company that offered me a challenge (instead of creating one for myself) it would be a whole different ballgame for me.
That said, I believe everyone has their own career story, and job hopping is definitely a risk that pays off big sometimes! So thanks for sharing… it’s a great conversation, no?
Exciting topics that make me nervous. Great job! I’m thinking about doing the hop soon!
Hi Rebecca,
Your comment regarding values reminded me of a thought I had earlier today:
“If you value an open, collaborative approach, that shouldn’t change when times get tough.”
While I was in the restroom at work today I noticed that we were out of air freshener (yes, I’m a bit compulsive). Suddenly, it occurred to me that fear spreads like the plague.
Yes, we are in a recession but do we have to tighten up on everything? Do we have to give up air freshener? Instead of doing the same with less, why can’t we do more with what we currently have? Why don’t we spend time developing our resources to be more effective instead of spending time letting them go? Let’s value our resources.
I realize that I’m being a bit simplistic, but to me, there seems to be more energy around the more positive approach.
Thanks for another insightful post!
-Steph
The idea of strategic job hopping is intriguing but I wonder how it will all play out as we age. When you’re young it’s more acceptable to job hop. I know myself when I read resumes and see a lot of movement I look to see when the candidates was in college. I can’t tell you how many candidates are rejected because they’ve only spent a year at their past 3-4 jobs. At this point hiring managers don’t like job hopping but maybe when Generation Y becomes the hiring managers that will change.
@ Scot – That’s a great point, Scot, and probably also illustrated by Tiffany’s story. Here in Madison, I’ve heard from a lot of American Family employees that they are great at that – allowing workers to switch and move up between departments. I think they’re a company that gets it.
@ the sassy kathy – Excellent! It should and I’m glad : )
@ The Wolf – Great points. You really need to know how to write a resume to make job-hopping work for you, and I couldn’t agree more that previous generations really laid the groundwork for all that Gen Y has and will be able to accomplish.
@ Tiffany – I think that’s great, especially because it sounds like you love what you do. For me, I haven’t truly loved the tasks in my previous positions, and because I’m really good at some things and realizing that I’m not so good at others, job-hopping has been a great way to help me get where I want to be. But there should never be a cookie-cutter mold for everyone. Generation Y knows that – just look at all the career paths we’re able to take!
@ JR Moreau – Awesome! Please do follow up and let me know how it goes. I’d love to hear what happens.
@ Stephanie – Your comment reminds me of a conversation I had recently about different companies canceling holiday parties. The general consensus was that cutting the party wasn’t going to save your business and just drops morale, so why do it? Good companies don’t get scared, they get smart. Thanks for the insight!
@ Rachel – Interesting thoughts. I can tell you that part of me wants to job-hop forever, but I would also love to find something that I want to stay at for awhile too. Maybe as I get older it will be easier to have the patience to do that? Not sure. And aren’t you a Gen Y hiring manager? ; )
On a couple of ideas:
@Lance
“Exceptions in this case are high performing Gen Y employees. Most Gen Y employees are average. Most employees are average. You’re really providing advice for the highest performing Gen Y’ers (who really don’t need it anyway). People who are average and aspire to be high performers need advice that can take them to that level.”
The problem is, most of the people that are average are quite content that way, whether or not they acknowledge it.
As I said before, people want security, safety, and comfort. If they have to sacrifice their dreams to get it, sometimes it seems reasonable.
The problem here is, people are just people. The only difference between average people and high performing people is the simple choice to make action, as I said before.
Average people may be aware of the choice, but ignore it because they are afraid. Or maybe they ignore it because they have no faith in themselves.
High performing people acknowledge their fear and move past it, and decide to trust themselves and reap the benefits or pay the consequences; and they will pay the consequences not with a defeatist attitude, but with the knowledge that they made a mistake, and now the must try harder.
Now, when we refer to Gen Y, you were right in saying that most were average. However, you didn’t include why.
I assume, whether naively or not, that anyone and everyone is capable of the choice of action. Because of that simple assumption based on my knowledge, I can conclude that there is NO way to advise people that are average other than saying ‘Look here. Here is what you get when you try. Here is what you get when you don’t. Which do you want?’
You can’t make a person choose to be strong, ambitious, and self confident–you can only show them what a strong, ambitions, and self confident person receives and hope that they want it bad enough to take action.
(BTW Lance, I did notice your earlier post, but since they were generally the same message I decided to respond to this one directly. I believe you get the gist of what I’m saying regardless of if I quote everything you said and debate it.)
@Rebecca
“@ Rachel – Interesting thoughts. I can tell you that part of me wants to job-hop forever, but I would also love to find something that I want to stay at for awhile too. Maybe as I get older it will be easier to have the patience to do that? Not sure. And aren’t you a Gen Y hiring manager? ; )”
It all depends on your motives and values. If you believe in order to be sucessful you have to stay in one place, excel and rise, or do you believe that your talents could be used anywhere, and that you should try it everywhere?
My thoughts are simple:
I believe that job hopping is only plausible when you DON’T have a vision. If you DO have a vision (as in a goal, dream, aspiration) then you must do whatever is neccesary to achieve it.
I feel like I left this out earlier, so I’ll say it now.
There is a downside to job hopping. You could get complacent with the supposed freedom of moving from place to place, but eventually your freedom eventually becomes servility, and you become a slave to a habit you have formed out of nothing but impulse. You have to be smart about what you are doing, and know what is best for you at any given time.
Let’s take me for example. My dream is to become a world renown musician. Now, would I get there by hopping from one job to the next, feeling free and careless? Absolutely not.
In order to achieve that goal, I would have to put forth the effort in certain key places at certain times with certain people. I have to play my cards right, plan out my moves ahead of time, at least 4 in advance (like a good chess game), and predict the outcome of different possible scenarios with different people etc etc etc!
There are SO many variables that go into my vision, and I firmly believe that MOST people’s visions are quite the same. There is a lot to do, a lot to learn, and a lot to work for.
To get there, sometimes job hopping helps. GHowever, sometimes you have to do what is right for you and only for you, and whatever that is.
Job hopping IS plausible AND a good idea to do, but ONLY IF YOU DO IT CAUTIOUSLY AND CONSCIOUSLY!
Yeah, I did leave this out and it was important. Nevertheless it’s here now.
So, Rebecca, I have a question for you. Actually, no. I have a question for EVERYONE and everyone that reads this should consider it.
What is your vision? ;)
Cheers.
In the sentence ‘If you believe in order to’ I meant to say ‘Do you believe in order to.’
Sorry for any future confusion.
Wow. This is great conversation and I have enjoyed the conversation as much or more as the post itself! This post is a very good example of the positive, thought provoking, social media aspect of blogging courtesy of the Internet. It helps to explain why print media is having a difficult time keeping up even when they have a web presence.
I think job-hopping has always been a controversial topic for many reasons regardless of generation. Of course, job-hopping in my lifetime is more prevalent now than ever before due largely in part to the global aspect of the economy. Looking back there were times I should have hopped when instead I stayed put. Hindsight is a great thing, isn’t it. :)
I’ve enjoyed being a fly on the wall. Thanks.
Rebecca: ‘LOVE your opening…agree 100% with your take on it. What is this about ‘being put in place’? Since when is the world of work an ‘us vs them’ affair? And I’m well aware that job hopping can be seen as a ‘me-me’ strategy – but it’s not. As a self-confessed strategic job-hopper (and a very proud one), I can say that whenever I’ve been employed I’ve given 110% to my job – duh, doing so is what creates a track record that keeps employees employable – me included. More important, that means that my employers also benefit from my tenure – as short as it may be. And so does it matter that I aim to excel at my job for my benefit, and not for theirs? Is it so wrong that as employees we look for a win-win – at long last? Aren’t empowered employees much more valuable to companies? If employers can’t see that a generation of empowered employees is GREAT for business, try harder – or get out of the way! Stay in touch Rebecca…I promise to stay tuned.
@Mitchell – who said job-hopping is a directionless sport? I mean, it can be, but that’s not the kind I advocate (or practice) and something tells me neither does Rebecca. I’ve experienced that job hopping is one of the tools that empowers us to reach our visions – more so, having a vision is another fundamental aspect of an empowered employee. I’d like to add RESPONSIBLY to your ‘cautiously and conscientiously’.
Michelle,
I think there is much more separating high performers then just whether or not one takes action. It includes concepts like talent, discipline, preparation, drive and commitment.
Let’s just assume (for your argument) that action is the only thing separating high performers from average performers and then let’s say you are applying it to a large, diverse group of mountain climbers.
If we take an even distribution of mountain climbers for our example, a few will be high performers and able to peak Mt. Everest. Most will be below this level significantly. And the difference isn’t simply that they haven’t tried. If they were to take the actions of the high performers and climb Everest, most would be turned back or perish.
If it were as simple as action, then more would be high performers and people would be peaking Everest all of the time. Unfortunately, being a high performer involves a sustained effort, discipline, a high level of drive and commitment to finish your training.
Telling average Gen Y’ers (and since this post is addressing all of Gen Y, I am simply taking the largest group) to job hop, demand more money, turn down job offers and risk your livelihood is like telling an average climber that the only difference between him and the person peaking Mt. Everest is that the person just tried it.
It ignores the thousands of hours of training, repeated failure, drive and preparation it took to get to top shape.
The why is easy: it is extremely difficult to become and sustain top performance. That’s why only a few people peak Mt. Everest and why only a few people are successful after consistent job hopping.
Rebecca: As a member of the silent generation that coaches and mentors the other generations in major corporations (of course, it’s all reciprocal), I agree with you totally. Although I’m a subscriber and reader of the Economist, some of their journalists have gotten into the century old practice of downgrading the “younger generation.” That dates back, at least to Socrates. It’s a disease that seems to begin when many people get into their forties.
Recently I had a phone conversation with my niece who’s in her forties, and a manager, and she was badmouthing Gen Y up the wazoo. I quickly realized that that was a battle I couldn’t win, but couldn’t help asking how she’d arrived at those conclusions about Gen Yers. I couldn’t quite make sense of her comments, but it was something about your unwillingness to take orders from her. Too bad!
@Silvana
“@Mitchell – who said job-hopping is a directionless sport? I mean, it can be, but that’s not the kind I advocate (or practice) and something tells me neither does Rebecca. I’ve experienced that job hopping is one of the tools that empowers us to reach our visions – more so, having a vision is another fundamental aspect of an empowered employee. I’d like to add RESPONSIBLY to your ‘cautiously and conscientiously’.”
I agree, and I like the addition of the word RESPONSIBILY. I made the case for the positive side of job hopping in an earlier post in which I explained why it is useful and why NOT doing it is damaging to your career and character, but there is also the opposite side which I explained in the post you quoted.
@Lance
“If it were as simple as action, then more would be high performers and people would be peaking Everest all of the time. Unfortunately, being a high performer involves a sustained effort, discipline, a high level of drive and commitment to finish your training. ”
When I said action, I don’t think I was cleaer enough. That’s not fault for assuming everyone understands my definitions–its a problem when you don’t share your ideas often.
Nevertheless, by action I meant, generally, a summation of all that is required to attain a goal and DOING it.
I said the only advise I could give a person who was average was to show them the life they could live and the life they do live, and ask them which one they want.
Drive, commitment, discipline, and sustained effort are all obvious (at least hopefully) prerequisites to attain any goal. So when I said all you have to do is take action, I meant that all you have to do is decide what you want and do whatever is neccesary to achieve it.
Again, it is the choice of the matter. People ignore the choice to move, to make progress, to take action.
“Telling average Gen Y’ers (and since this post is addressing all of Gen Y, I am simply taking the largest group) to job hop, demand more money, turn down job offers and risk your livelihood is like telling an average climber that the only difference between him and the person peaking Mt. Everest is that the person just tried it.”
Not neccesarily.
The difference is the will to succeed, and in some cases, talent.
However, most people can learn how to do anything if they focus hard enough. Granted, FEW people have certain artisan abilities engrained in them at birth or at a very young age, but most of them have to LEARN it. They have to PRACTICE.
Whatever talent someone has, you can rest assured that it came from hard work and patience.
I am a realist in the sense that I see what people are, but I am an optimist in the sense that I know what people could be if they gave it a decent shot.
Really, it is ALL about the CHOICE to take ACTION! Whatever action that needs to be taken, and it is true that it wont just be ONE simple action, but a string of them tied together to form a coherent chain of events that leads to an ultimate conclusion of the action taker’s invention.
Think about it. People CAN succeed if they wanted to. It’s just, not enough people want to.
@Dan
“Recently I had a phone conversation with my niece who’s in her forties, and a manager, and she was badmouthing Gen Y up the wazoo. I quickly realized that that was a battle I couldn’t win, but couldn’t help asking how she’d arrived at those conclusions about Gen Yers. I couldn’t quite make sense of her comments, but it was something about your unwillingness to take orders from her. Too bad!”
You know the saddest part about that, is that your niece probably isn’t even aware herself of exactly what’s wrong with Gen Y. Usually its just an automatic assumption, as is ‘All old people are senile,’ so is ‘All young people are arrogant children.’
That’s all from me.
Cheers.
Mitchell
Again with the type-os. I meant to say ‘That’s my fault for assuming’ in my last post. My apologies again.
I read this post on Brazen Careerist awhile back but didn’t leave a comment because I had nothing better to add except “yup, yup, yup, I agree with everything in this post”.
[…] Rebecca Thorman points out, managing your career doesn’t stop just because we’re in a recession. In order to keep yourself challenged and increase your salary quickly, you have to take on stretch […]
[…] Modite: Job hopping is good for your career. Get paid what you are worth. Over Perform. Be risky. Turn down job offers. […]
Thank you so much for this post. I read this on the 7th when it came out. At the time, I was considering leaving my current job and felt disheartened to read all about the recession. Friends and family kept warning me not to leave my job and gave me skeptic looks when I said I wanted to move on.
However, when I read this post, it resonated with me. I starred it on Google Reader and kept it unread so that every time I felt discouraged, I would look at the title and feel understood about my need to job hop. This post directly inspired me to apply to jobs.
And, good thing I did, because within 2 days of applying to jobs, I snagged and interview AND an offer with an amazing Web 2.0 startup in San Francisco.
So, thank you for taking on a different opinion and staying optimistic about the bright future of us Gen Yers. I don’t think I would have felt as empowered or positive when applying to jobs if I hadn’t read this post.
The rules are certainly different in this recession / pending depression.
1) Definately line up a job before quitting your current job.
2) Hold out to see if you get laid off if you’re company isn’t doing well. Unemployment checks will make a transition to a new job much easier.
* Basically – just try to hold out at your current job. Job hopping has to be extremely hard if not impossible in such industries right now. Companies are either laying off or staying flat. I bet 1% or less of all companies are hiring right now and those jobs are uber extrememly competitive. So if you like spending your vacation days going to interviews and your nights writing resumes and prepping for interviews that probably won’t play out go ahead. If I had a job right now I’d feel blessed in it and settle in – develop professionally there and focus on enjoying other parts of your life instead of filling them with futile job searches.
Our generation is a bit spoiled especially right out of college. May not be any different than any other. It’s good to be optimistic and take calculated risks but be realistic as well.
Rebecca, (not for blog publication)
I’m editing a book for a Pittsburgh consultant on managing Gen Y. Normally I ask authors and professors to make brief comments on the draft so we can use them as testimonials on the book. However, I liked your blog and wondered if you’d like to do it also. you’ll find the authors are quite sympathetic to your points. If you’re interested in considering it, let me know and I’ll email you sample draft chapters. Naturally, we’re in a hurry!
[…] ignored the scares of the recession and job-hopped. I start on Monday. I know right now everyone is worried about keeping their jobs, so the control […]
[…] with the business cards I collected. One email I received back read, “Let me know when you’re ready to job-hop again. I need a good PR person for [company] to manage marketing our own business and […]
[…] Gen Y is taking it on the chin with unemployment numbers, all of us should learn this valuable lesson from them: it’s OK to change jobs even in the midst of a recession. In fact, often you […]
Hey Rebecca…thought that you had a really great post. I was wondering if you had hear of the new management system Best Buy has implemented?? They call their system a Results Only Work Environment (ROWE), and in it employees can set their own schedules, meetings are optional, and employees are only promoted based on their results. They realized that too often corporate America judges its employees based on time/seniority and not actual production, and developed this system to counteract that mentality. They have had incredible results with regards to reduction in voluntary turnover and increased productivity (the innovators of the idea have written a book titled Why Work Sucks and How to Fix It in case you’re interested in it).
I think that this management structure is perfect for Gen Ys and represents the future of the workplace. In many ways it models itself after a start ups because it dismantles all the hierarchy and bureaucracy that drives Millennials crazy.
I also had to say that I completely agree with the comment by Emily Jasper on the media’s reporting of Gen Y. In article after article, the authors only interview C-suite executives, older professors, or HR managers about how to get into the heads of young professionals…never thinking to just go ask some of them.
[…] people were worried what employers would think if they job-hopped, especially in the recession. But really, too many people don’t know how to talk about their experience in a way that […]
[…] all of a sudden it makes sense to me why Rebecca has the power to advise people to job-hop. She has power because she does what she says. Or how Jamie has earned the right to have an […]
This is the exuberance of youth, and it should be used to your advantage. When you are young and single and live at home with your parents, or with roommates you are allowed to take risks. Once you have commitments you have to taper that enthusiasm. I am Gen X, 40 yr old male who job hopped in the 90s when it wasn’t “in”. I would get people telling me that it didn’t looked good on a resume, that i wasn’t committed to anything, etc. I would tell people that doing the same job makes you stale and since you only have one life why not live it the way you want. I have owned a company, been a truck driver, restaurant manager, warehouse supervisor, operations manager and was recently laid off. I start in September to be a nurse. Still job hopping at 40.
[…] great post to check out is Why Generation Y Should Job-Hop, Even in the Recession by Rebecca Thorman over at Modite. She has some great insights on changing jobs during a […]
[…] of traditional, “boomer-esq” post-college behavior. Unlike generations before us, we won’t have the same job forever. My friends are scattered all over the world, pursuing their passions, giving back and I can assure […]
Over-performing and willingness to risk are 2 very good points made here.
Having said that, since we’re also talking about being more creative during this economic slump, why not think outside the box of looking to work for another in the first place?
I’m rather amazed that there are plenty of skill sets that are for whatever reason not “conventional” enough to be taught in schools, but the mastery of which would lead to more autonomy.
Most of us are trained to be employees- nothing wrong with that, but I’m convinced that thinking that way is a kind of tunnel vision that keeps many from learning skills that wold allow them to carve out there own path to income.
One of them is as close as the computer in front of you. For the first time in history, we are 3 feet in front of the world, yet few learn how to use it in a way to render 1) value to others and 2)income for themselves.
leavethejobbehind.com
Being trained as employee-minded is done on purpose. It’s on purpose because think of the considerations:
As an employee your less likely to make your own business as you don’t know the structuring, legal aspects, and fundings involved. This means less competition for employers and the ability to control the populace. When more small-businesses start popping up is when the big-hats are given run for their money. If you are interested in knowing more, do take up economical courses as well as legal and business courses.
This market use to be employee friendly but has turned into the complete opposite. It has become a market of rue-over-rill but this time with the threat of loosing everything.How idiotic.
[…] carved a nice niche out for herself as an engaging blogger. She has an interesting perspective on job hopping (plus a video) or what I like to refer to myself as being a Free […]
[…] This is by far the most difficult reality I’ve had to face in my career. It’s perhaps the most difficult thing most people face. But going through the experience personally, I know one thing for sure. Paying your dues doesn’t have to actually be about going anywhere – whether up or out. […]
Nice work. Appropriately presented. It reminds me of ‘Stay Hungry, Stay Foolish’.
Hey don’t beat up on the Gen X’ers, I agree with you. And I believe it is absolutely imperative at this stage in the game to pull all the stops. Half this country still believes the manufacturing is coming back and we’ve genuinely been service sector for 8 or more years. Its Darwinism though, you evolve or you get crushed.
[…] Many companies won’t have such opportunities for advancement, however – either they aren’t willing or aren’t able – and that’s when you should start looking for a new job. […]
[…] an Expert, Phase 1 Action is the first step. That’s why I encourage job-hopping. Most people don’t know what they like or what they’re good at. Like you could really want to […]
[…] an unintentional job-hopper, the next job never hired me because of my body of field knowledge, but my track record of results […]
[…] Jump to Comments As I search for internships this summer, I’m faced with tons of different advice and options. If money isn’t an object (read: unnecessary), I could probably work […]
[…] not only because it was a great company but also that I think I am leading towards more to job hop theory now (not then, but now I think to myself: THAT is a decent […]
I think Gen-Y will eventually get their comeuppance – only because that is true of every generation! It’s a part of growing up, not unique to a time, a generation, or a to a particular set of values.
Most of what seems like different “values” across generations are just different strategies and tactics, developed in response to different conditions and tools.
[…] post isn’t justifying why you should job hop. Instead the intent is to explore some reasons why Generation Y bounces from job to job early in […]
[…] me ages ago via a Brazen Careerist conversation. While Rebecca was using the comment to promote a post on Gen Y job hopping, it was the exact phrasing of her promotion that stuck in my mind. I often find that risking my […]
Gen-Y is actually in an advantageous position because of this.
Unlike our parents and grandparents, who quite reasonable expected a job for life, only to get the rug pulled out from under them in many cases, we know what companies are about, and will be able to see through a false facade of friendliness once the economy picks up again.
Simply put, many companies never were loyal to their employees. In these times, we see their “true colors” as many organizations expose themselves by jumping at the opportunity to utilize “command and control” management.
Stay in one job = 3% raise per year at best, still won’t keep up with real inflation.
Job hop = Between 10-20% raise per move.
So you tell me what you’d rather be labeled as a job hopper or have no savings!
We have no choice but to job-hop lol!
Most of the jobs out here suck. I just ditched my other job when my employer was playing favorites, mean, and hiring others with the same mentality. Two nasty self-privilege female newbs in some little position a wee bit above me were trying to take advantage of me and turn everyone on the job against me while gossiping and down-putting others behind their backs while they were on vacation, and old women with attitudes on their shoulders. The two newbs that were doing that looked pretty weird in their pictures too, like artificial. Ugly prep-mentallity type women with flat foreheads and used to getting their way. The last mofo I spoke to said something smart-ass, so that was the last straw. I knew these wenches however were the types that like going behind the scenes and starting troubles for others, so I returned the favor by dumping all their crap on them. Why do people play so much by that artificial prep shet. It’s so annoying, fake, and obvious.
I ditch those mofos, with a letter. A week or so later I got a call at the house by the same mofo that smart-butt along with the boss with them trying to figure out why I ‘left’ while their business was overflowing and their products were probably backing up, and they might have been afraid of a retaliation lawsuit/complaint or better yet, trying to pump information out of someone who they viewed or thought as feeble and meek. They were answered with moving on. I never felt so empowered in my life, to finally throw it back on an employer that they weren’t the boss of me and I didn’t have to lick and kiss over-privilege employee behinds as if I worked for them than for the company itself. They tried to give me some sort of party but beyond the years I worked they literally did nothing else regardless of the excellent work-ethic I had while bobby, suzie, and jonnie with half if not less the work ethic were getting promotions, yet half of them didn’t know squat of what they were doing and I clearly showed and demonstrated that I have. The fake gesture was nice, but I wasn’t up for it with all the back-stabbing and two-facedness that was permitted, encouraged, and allowed in that environment. Someone else can pick up the measly minimum-wage job around a bunch of two-face worms. Maybe some folks out there will toughen up and complain about their work environments instead of taking cow-manure from their bosses from the fear and intimidation jobs have bred and created for years while everyone follows and supports the bullies. It’s a shame though that the many years I worked there was attempted to be spoiled by two, ugly, opportunist wenches that were only there for a very short time and a lot of butt-kissing they were doing to one of the bosses too, yet while putting down other employees. These type of employees need to be weeded out and kicked from jobs, instead of allowing to fester and interrupt/potentially ruin other people’s jobs with their covetous agendas.
Besides, on that job they purposely passed on promotions and kept me at the same wage for literally years while others were getting promoted and their wages lifted. I used the “At Will” employment to my advantage, but this time on the employer.
The next time I learned from experience however, is to deal with these type of varmints right away. Exposure is something that they hate and I won’t hesitate not to put up with anything if anyone tries a similar thing the next time. I use to be extraordinary and go out the way to make life easier for my bosses, but now i’m looking at it money-wise, just like them. I don’t mind working for a boss that treats it’s employees good, what I do mind are bosses that allow the opposite. I won’t be going out my way like before anymore on these low-paying jobs but I will be myself and be not intimidated by others who think people are objects at their disposal and messing with others is a game.
I hope they enjoy whispering to the moldy walls with all their crap, because, outside of the job environment they are nobodies and have no power. That job environment sadly was more of a one that was interested in giving lazy-people and slobs with perks that knew frankie or flurt $$$ from places they didn’t even live in, while doing very little to nothing for anyone else. It’s even sadder when community-type jobs conduct themselves like retailers or banks would. Because the number 1 priority should and is suppose to be, communities.