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Should I stay, or should I go? An overview of job-hopping syndrome

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What is job-hopping?

The job-hopping generations, is job-hopping bad, when to job-hop — and when not to, how to job-hop successfully, how to explain job-hopping to prospective employers, is it time for your next job change.

Are you thinking about quitting your job ?

Maybe the culture isn’t the right fit, or your boss is a micromanager , which is affecting your mental health, or this was your plan all along — to quickly ditch your job in pursuit of a higher salary elsewhere.

No matter the reason, you’re not alone: 64% of American workers would rather job hop than ride it out at their current workplace. This might seem like a good idea, or you might be wondering if job hopping is a bad thing. So it’s important to weigh the pros and cons. 

Your current boss might not take kindly to you leaving after a few months, harming your chances of getting a reference. And if you job-hop more than once, prospective employers might see it on your resume and worry you’ll do the same to them.

But not all job-hopping is bad. Changing jobs can help you discover what you need as an employee, what kind of work you enjoy, and what challenges you to develop and sharpen your skills.

So what’s the right move for you? Here’s everything you need to know about the job-hopping syndrome.

“Job-hopping” refers to a pattern of leaving workplaces after a short amount of time — usually within one or two years. That could be to switch to a higher-paying position at another company, move somewhere with a better company culture, or find a job in another field. This isn’t inherently a bad thing. But whether or not it hurts your career will depend on a few things:

• Your industry: In some industries, like tech, job-hopping is a fairly common phenomenon. It’s an opportunity to quickly learn skills and join fast-growing companies. In recent years, though, more and more startups are looking for long-term workers who can help them scale up.
• Your career stage: If you’re in an early stage of your career, it’s normal to bounce around. You’re trying things out, gaining experience, and finding your place in the industry. However, more established professionals are expected to spend more time in a role.
• Your pattern: Job-hopping is an issue if it’s a pattern on your resume. If you’re coming off a string of three or more short-term jobs, a hiring manager might consider that a red flag and be hesitant to hire you.
• The type of work: Some jobs are meant to be short-term. If you’re a contractor it’s normal for you to be hired for a project and then move on shortly after. But if you’re a lawyer, you wouldn’t want to be bouncing between firms. 
• Your reasons for leaving : Bad luck happens. Company #1 went through mass layoffs, Company #2 had a toxic work environment , and Company #3 changed your job description mid-way through. Most prospective employers would understand such circumstances. But, as the job seeker, it’s your responsibility to explain your job history.

Job-hopping is growing more popular among younger generations . The average time millennials (1981 – 1996) spend at a job is two years and nine months.

On the other hand, Gen Xers (1965 – 1980) tend to stay at a job for an average of five years and two months. And Boomers (1946 – 1964) are the most committed of the generations: they spend eight years or more in a role.

Usually, younger people leave a job for better working conditions — meaning better pay, benefits, flexibility, and more fulfilling work.

Your personal circumstances will dictate whether changing jobs is the right move. But here are some pros and cons to consider:

Pros of job-hopping

• Sharpened adaptability skills. A new position means new experiences, responsibilities, and colleagues. If you can quickly thrive in a new environment you’re more valuable to potential employers .
• Improved communication. Finding new work means networking, interviewing, and communicating your skills and desires to prospective employers. These skills are useful in any job and make you a valuable asset to a team.
• Increased salary. Finding a new job is the most effective way to boost your salary. If you wait for a raise at your current company, you’ll likely receive up to a 4% pay increase. But when you switch jobs, that number can jump to 5.3%.
• Diversified skill set. Different jobs demand different skills. As you gain experience in various workplaces, you’ll develop a flexible toolbox within your industry.

Cons of job-hopping

• Lost benefits. Starting a new job means starting at square one in terms of benefits. You might need to accrue a certain number of hours before taking a paid vacation or receiving matched 401K contributions.
• Stigma. If employers think you’re a regular job-hopper, they may worry about your loyalty and whether you’ll leave them sooner rather than later.
• Job-hopping syndrome. If you don’t have a clear reason to leave, you risk falling into the same loop of dissatisfaction at your next job. It’s important to know what you want so that your next job brings you closer to your professional goals .

BetterUp can help you with your next career move. Our coaches will advise you on how to network, prepare for interviews, and challenge the way you think through each decision. With their help, you supercharge your career development.

Sometimes, job-hopping is acceptable and imperative for your health and well-being.

Here are some examples to consider:

• You want new skills but can’t get them in your current role. For example, if you’re a social media specialist but want to write longer blog content, you may seek opportunities more aligned with the writing you want to do.
• Your job is causing chronic stress . Picture this: you have a long task list, and it’s only getting longer. You ask your boss for a reprieve, but they can’t or won’t ease your burden. In this scenario, you can ask for stress leave or find a job with a healthier work environment.
• Opportunities for advancement are non-existent. If you work at a small non-profit under the management of a long-term director or CEO, it’s unlikely you’ll take over. It would make sense to look for advancement opportunities elsewhere.
• It’s not a good cultural fit. Work culture is difficult to determine during the interview process. After a few weeks, you might feel like you don’t quite fit in — like a square peg in a round hole. In these instances, you might look for a better fit elsewhere.

The above examples are good reasons to leave a workplace, but you have to be confident in your decision. Here are some tips to consider for your departure:

• Make a plan. Take some time for self-reflection. Create clear goals for how you want to configure your future career and life, and then make sure your new job can bring you closer to that.
• Follow a job-search methodology. Instead of just browsing LinkedIn job boards and applying to whatever’s available, visualize your dream job. Then make a plan to get there, and start looking at postings with clear intentions.
• Develop new skills. Make the most of your current position. Network with your colleagues. Take on new projects. And if you have a professional development budget, train both hard and soft skills. These will come in handy for your future job.
• Don’t quit just for the money. Make sure you’re considering the whole package before taking a new job. Look for benefits , vacation pay, retirement plans, and job stability . You can also ask about specific things that bother you about your current job. If you’re frustrated about the lack of work-life balance, make sure your new employer is more flexible.
• Don’t burn bridges. Even if you don’t like your boss, you never know when that connection will be useful. Try to maintain the relationship; your current employer can be a valuable reference for you in the future.
• Give your current role a chance. If you’ve been at your job for less than a year, it might be worth riding it out to see if things get better. But if you’re seriously struggling or suffering, it makes sense to leave quickly.

If your resume shows three jobs in three years, your interviewer will have some questions. How you answer will shape how they interpret your track record.

Hopefully, you had good reasons to leave. If you left due to a poor work environment, career change, or layoffs, you can feel more at ease in the hot seat. But if you left because you were bored or couldn’t get what you wanted, you might have a harder time presenting a story that makes you look good.

In either case, you need to own your work history. Talk about the positive experiences, what you learned from each position, and why you’re looking for a change. 

It also helps to show enthusiasm for your prospective job and industry. If you’re there for the right reasons, that shouldn’t be difficult. You picked your dream job, made a plan, and now you’re on the cusp of achieving your goal — that’s a lot to be enthusiastic about.

The Job-hopping syndrome isn’t inherently bad. But if you’re doing it for the wrong reasons, it makes progressing in your career harder.

If you’re considering leaving your current employment after less than a year, make sure you know why. Take your time before making a decision. Before leaving, make sure that a new job is truly what you need.

Only you know your list of deal-breakers. And if you don’t, now is the time to identify them. When you understand your boundaries and what you need from an employer, you’ll have an easier time finding a better job.

BetterUp can help you navigate your career path. Our coaches are here to give you career advice, quiz you on your plan, and guide you through the saturated job market.

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Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

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The Pros and Cons of...

The pros and cons of job hopping.

• Updated Jun 21, 2020

Maria Chambi

HR and Finance Expert

Reviewed by Melina Theodorou

Job hopping is turning into a growing trend. In recent years, it has become increasingly common among younger professionals whose professional aspirations are redefining the operations of the  modern workplace .

With Millennials now making up a significant portion of the current workforce, this generation is more likely to favour job hopping. Indeed, a  2018 study by Robert Half  found that 75% of people under 34 believe job hopping could be beneficial for their careers.

While job hopping could potentially help you  advance your career , there’s also another side to consider as well.

Could this practice do more harm than good to your career? Here are the pros and cons of job hopping for your consideration.  

1. You’ll learn new skills

One of the most significant benefits of job hopping is that it gives you the chance to develop a diverse range of skills.

In today’s economy, agile learning is essential in order to compete in the job market. By regularly changing your work environment, you’ll be able to increase and diversify your knowledge and sharpen your skills.

This will also help you stay current and keep up with new developments in your industry, especially if you work in a competitive sector such as IT, software engineering, design management or app development.

2. You step outside your comfort zone

Job hoppers have to step outside their comfort zone quite frequently as they need to learn fast from the get-go in order to achieve success and make a good impression when they join a new role.

By moving out of your comfort zone, you can expose yourself to different work environments, leadership styles and personalities. This is a great way to build your self-esteem and stay on top of the competition within your industry.

3. You can increase your salary faster

If you’re motivated by regular increases in pay, job hopping may be a right answer for you. According to  Fast Company , not only do job hoppers have a higher learning curve, but they also tend to get paid more. In fact, according to  Cameron Keng , employees who work for a company for more than two years could earn less over their career by about 50%.

Consequently, staying with the same company for a prolonged period can limit the possibility of regular pay raises, especially when businesses have increasing overhead costs or significant gaps between performance reviews.

4. You develop a wider network

Provided that you  quit your job gracefully , regular job hopping can work wonders for your  professional network . As you move from one place of employment to another, you’ll expand your list of contacts, which could open up the door to an array of opportunities in the future.

Having a diverse and expansive network won’t only help you strengthen your business connections but will also help you  find new employment opportunities  in the future.

5. You won’t get bored

Changing jobs regularly is a great way to sustain your passion and excitement for what you do. This will keep you on your toes, allow you to learn an abundance of skills, diversify your knowledge and feel positively challenged. Job hopping could also lead to advancements and promotions that will maintain your enthusiasm for your role.

By frequently switching organisations, you won’t get too comfortable in a role, either, which could  enhance your productivity  as you’ll be more likely to perform at a higher standard.

Plus, job hopping could also mean  relocating for a new job , which gives you a chance to experience life in different cities or countries.

1. Hiring managers might have doubts

The process of recruiting is not only time-consuming but also costly. From the employer’s point of view, when someone doesn’t show potential to stay within a role for more than 18 months, it may not be worth interviewing them in the first place.

If you have a list of short stints on your CV, this can raise a  red flag for hiring managers . Employers need proof that you’d be committed to the role and that you won’t throw in the towel as soon as a more appealing opportunity comes along.

A serial job hopper could indicate a lack of focus, reliability, direction and strong work ethic. If recruiters think you move from one role to another purely for monetary reasons, they’ll be reluctant to invest time and money to train you if you’re going to leave shortly after.

2. It could weaken your CV

Because job hoppers switch career paths so often, they have less time to achieve notable accomplishments. If your successes cannot be  demonstrated on your CV , this could make it look weak. Your CV mustn’t be disproportionately long compared to the number of years you’ve been working.

Also, it’s crucial to give a motive for your frequent job switching and the reasons  why you left  your previous post; otherwise, your application may not be considered at all.

3. You gain less in-depth knowledge

As mentioned above, frequent job changers have the benefit of possessing a wide variety of skills , but how in-depth are those skills? How extensive is their knowledge about a particular industry?

When you move from one company to another within a short space of time, you also limit the learning process that naturally occurs when you work for one organisation for a more extended period of time. Indeed, staying put gives you in-depth knowledge about your employer’s corporate culture, operations and business model.

4. You have to start from scratch each time

When you start somewhere new, you need to familiarise yourself with new systems and procedures – a process that takes time and patience. Plus, you also need to get to know new people and adapt to a brand-new company culture. Not only that but you also have to work harder to prove your capabilities as the latest addition to the team. All of this takes time and effort.

Plus, you may miss out on career advancement opportunities, which are typically rewarded to more established employees who’ve been at the company for a longer time. What’s more, if the company needs to make people redundant, newer employees are typically the first ones to go.

5. Your confidence could take a toll

The job-hunting process certainly isn’t easy; it requires effort and determination to  look for a new job  and  prepare for an interview .

On top of that, if you’re a job hopper, this could be an additional concern for you, as there’s always the uncertainty of how employers will interpret your ever-changing job history. In the end, this could affect your confidence in an interview but also throughout the entire job searching process.

Sometimes, the grass isn’t always greener on the other side. Before rushing to leave a company after a year or so, first look for additional responsibilities within your current organisation. Is there any way you could you secure a promotion or develop new skills?

Finding new job opportunities  as a job hopper isn’t always easy, so before you quit your current role, make sure you weigh all the pros and cons. Your  reasons for leaving  need to be rational, and you should ensure that you’ve stayed put long enough to demonstrate sufficient experience and progression.

Also, it’s vital to assess your  career goals  and talents. What motivates you? What drives you to work with passion and enthusiasm? What sort of  workplace culture  and environment has the most significant effect on you? Once you can answer these questions, this will make it easier to find a role that matches your skills and strengths.

Can you think of any other pros and cons of job hopping? Join the conversation below and let us know!

This article is an updated version of an earlier article originally published on 27 September 2017.

Job Hopping

Career Trajectory

What Is Job Hopping? (Pros, Cons and Considerations)

The once-taboo practice has become more accepted in recent years.

Job hopping, which is the pattern of staying in jobs for only a short amount of time, was once seen as a sign of instability or disloyalty. In recent years, though, that perception has changed, as job hopping has become more accepted.

With the pandemic shaking up the labor market and shifting employees’ priorities, the once-frowned-upon practice has grown in popularity among workers who want to find a better career fit or earn more money in a world where stability and job security is no longer the norm.

What Is Job Hopping?

Job hopping is the pattern of moving from one job to the next in a brief amount of time, typically spending only a year or two at each company.

Recruiters don’t immediately blanch at the sight of job hopping on resumes anymore, either: “When I first started recruiting 20 years ago or so, you wanted to see long-tenure roles on resumes. That was seen as having loyalty to your employer,” Stephanie Petry, director of talent acquisition at  Jobber , told Built In. “Things have really, really shifted.”

That doesn’t mean workers will get away with serially switching jobs every couple months . They should be intentional and strategic with each career move, and they need to be prepared to explain those transitions when discussing their job history with future employers.

Related Reading 10 Good Reasons for Leaving a Job

Why Do Employees Job Hop?

Job hopping can be an easy way for workers to solve a variety of pain points in their existing role.  

1. Their Current Work Situation Is a Poor Fit

An employee might feel the urge to leave sooner than normal if the role wasn’t what they expected it to be, or if they are having difficulties with their boss, their team or the  company culture .

2. They Want More Opportunities for Advancement

Motivated employees might also feel inclined to bail within a year or so if they don’t see opportunities to expand their skill sets, or if they can’t identify a  path for advancement within the company.

3. They’re Able to Get a Higher Salary

Job hopping can allow employees to land a new job title or a pay raise that well exceeds the  salary increase they would’ve earned by staying with their existing company. 

Pros of Job Hopping

While job hopping is risky, it does have several selling points.  

1. More Money

The biggest factor driving job hopping in the last several years has been compensation, Petry said. The numbers back this up: A Bank of America study found that job changers  increased their salary by 20 percent during the pandemic and the resulting Great Resignation. That’s a 10 percent increase from pre-pandemic salary increases. The salary increases were even greater for in-demand tech jobs, according to Petry.

“A lot of people jumped ship for [compensation] during the pandemic,” Petry said. “That was something that was huge, because you were being offered a 30 to 50 percent increase to your base [salary]. That was appealing to a lot of people.”

2. Higher Title

Employees also leave when they feel like they don’t see a path for career growth. Before you leave for a higher title, though, Petry suggests talking to your manager or your HR representative to  see if there is something you can do to grow within the company.

“Make sure there’s nothing you can do within your current role or company that aligns with your motivations and ambition,” she said. “If you’ve turned over every stone and you’ve realized there isn’t, then maybe it’s time for you to go.”

3. New Work Environment

Job hopping also provides instant relief from a boss or coworker you don’t get along with, from a role that doesn’t match your interests or from a company that doesn’t align with your values. If you are job hopping with intention, you will hopefully get closer to the type of industry and culture that most aligns with your interests and priorities.

“If you’re doing that frequently, where you are getting into a role, getting an understanding of what works and what doesn’t work and then switching jobs to resolve some of the problems, you’re going to have fewer and fewer and fewer problems over time,” said Phoebe Gavin, a career coach and founder of  Better With Phoebe . 

Related Reading Is the Dream Job Real? The Great Resignation Poses New Questions, Challenges

Cons of Job Hopping 

Job hopping can mean rapid job mobility, but at the same time it comes with potential drawbacks.  

1. Possible Red Flag to Recruiters

Job hopping isn’t necessarily bad, but when it comes time for your next interview, it will likely require a little more explanation on your part.

Recruiters and hiring managers are usually reluctant to hire someone with a spotty track record; ideally, they want to hire someone who will stay with the company for a while.  Hiring and onboarding new employees is expensive and time consuming, and companies don’t want to repeat the process if you leave within a couple months.

New employees generally aren’t able to hit the ground running, either, as it takes time to learn new workflows, technology tools and business challenges that are unique to each company. If an employee leaves after just a couple months, they likely haven’t acquired the skills to create meaningful value and justify the time it took for them to adjust to that role. 

“If you’re only getting two years with someone, and it takes six months to ramp them up to be fully productive, then you only got a year and a half of productivity from that person,” Petry said.

That’s why, even though job hopping has become more popular, it still gives some company leaders pause.

Matthew Warzel, a former recruiter who founded career counseling firm  MJW Careers , said candidates should ideally shoot for three to five years with a company. If you feel like you need to expand your skills or professional experiences, Warzel said employees would be better off taking a course instead of burning bridges with an employer.

2. Limits Opportunities and Professional Growth

Job hopping has downsides for workers, too, not just companies. From the employee’s point of view, job hopping limits your ability to develop  mentor relationships and your exposure to long-term business challenges. If you’re constantly jumping every year, you are more likely to look for short-term resume-builders at each role, instead of sustainable solutions.

Related Reading 15 Tips for Quitting Your Job

How to Explain Job Hopping in an Interview

Many companies have become more open-minded about shorter tenures in the past few years, as the pandemic may have forced employees to lose their job, care for family members or reconsider their  work-life balance .

Even so, if you have short stints on your resume, Gavin said it’s important to proactively address those transitions in a coherent professional narrative on your cover letter and during the interview process.  

Describe How Your Job Changes Align With Long-Term Goals

When sharing your professional narrative, Gavin said to articulate how each job change aligns with your  long-term career goals and how this new job is a logical continuation of that journey. (A word of caution: It can be hard to weave a consistent narrative when those transitions are too frequent or disjointed.)

Highlight Your Ability to Adapt

Recruiters are starting to recognize that shorter tenures allow candidates to gain diverse experiences and skills, Gavin said. So if you’re a job hopper, you could highlight your ability to quickly adapt to new environments, new people and new ways of working. If you are interviewing with a company within the same industry, you might emphasize how your outside perspective could offer new solutions that might not be on the radar of incumbent employees.

Showcase Your Impact in Previous Roles

Companies are always looking for employees who can quickly make an impact, but if a candidate has particularly short tenures, Petry said a recruiter or hiring manager will want to guarantee that the candidate is able to learn the ropes quickly and have a meaningful impact in their (likely brief) time with the company. 

To show the impact you have had in previous roles, showcase specific, measurable accomplishments that demonstrate the results you delivered during your short tenure in previous roles. You will also want to provide references from previous supervisors who can vouch for your impact, as well as your ability to work collaboratively with a team.

Related Reading 22 Questions to Ask Before Accepting a Job

Things to Consider About Job Hopping

Job hopping is becoming more common .

The past few years have demonstrated that employees who don’t feel appreciated and nurtured in their existing roles are more likely to find another company that offers what they are looking for.

“Recruiters are increasingly recognizing that shorter tenures are not necessarily ‘job hopping’ in a negative sense, but a way for candidates to gain diverse experience and skills or a result of factors external to the candidate,” Gavin said.

“Recruiters are increasingly recognizing that shorter tenures are not necessarily ‘job hopping’ in a negative sense.”

Changing attitudes about job tenure may be partially explained by generational differences. A  CareerBuilder survey found that Gen Z employees spend an average of 2 years and 3 months at a company, and Millenials last just six months longer. Gen X, on the other hand, averages 5 years and 2 months at a job, whereas Baby Boomers will stay an average of 8 years and 3 months.

It makes sense, then, that Millenial and Gen Z recruiters and hiring managers may share some of their colleagues’ opinions on job tenure and may not be concerned about an employee staying with a company for less than three years.

Ultimately, Gavin said your career decisions should be based on your personal and professional priorities. She suggests her clients worry less about what a recruiter or hiring manager might think of their short job tenure and more about making the career move that helps them reach their  career goals .

“I ask them instead to worry about: What is tomorrow going to look like for you? Because that imaginary recruiter that you’re thinking about making this decision around, they are not thinking about you,” Gavin said.

Job Hopping Means Constant Change and Expectations

Job hopping isn’t for everyone. Some workers value the relationships, learning and development and on-the-job experience that often come with longer tenures. Others may simply want to avoid dealing with the headaches of filling out new tax forms, switching health insurance plans and opening new 401(k) plans every time they switch jobs.

Also, if you’re going to hop between jobs for a higher salary, your new employer might expect you to make a substantial impact in a short amount of time — a high bar not all workers can live up to.

Don’t Job Hop to Run Away

Above all, if you’re thinking about job hopping, you should make sure you are moving closer to your long-term career goals. Employees who are unhappy in one job sometimes take the first new opportunity that comes along, only to find themselves unhappy again.

When you focus entirely on the negative aspects of your job without thinking strategically about your next opportunity, you are in what Gavin calls a “running-away mindset.” When you are focused on what you are leaving, you are less likely to notice any hurdles you might encounter in the next job you are about to take, she said.

The opposite of a “running-away mindset” is a “running-toward mindset.” When you transition with a running-toward mindset, you are taking inventory about what you want out of your next role and crafting a plan to meet those needs.

“If you’re very intentional about what you want that role to be,” Gavin said, “you’re more likely to land somewhere where you don’t have to do another hop, where you are actually happy to stay there for multiple years.”

Frequently Asked Questions

What is job hopping.

Job hopping refers to the pattern of moving from one job to the next in a brief amount of time, typically spending only a year or two at each company.

Is job hopping bad?

Job hopping is not necessarily bad; it depends on the reasons. Employees may job hop to increase their salary or find a better cultural fit. But too much job hopping can limit professional development and scare recruiters.

What are the consequences of job hopping?

Recruiters and hiring managers might be reluctant to invest time and money into hiring, onboarding and training someone who has a habit of leaving jobs within a brief period of time.

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Job-Hopping

Dear HBR: answers your questions with the help of career coach Allison Rimm.

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Are you worried about being seen as a job-hopper? In this episode of HBR’s advice podcast, Dear HBR: , cohosts Alison Beard and Dan McGinn answer your with the help of Allison Rimm , a career coach and the author of The Joy of Strategy: A Business Plan for Life . They talk through how to leave after a brief time on the job, explain a series of short stints on your résumé, or know when to stick it out.

Download this podcast

Listen to more episodes and find out how to subscribe on the Dear HBR: page . Email your questions about your workplace dilemmas to Dan and Alison at [email protected] .

From Alison and Dan’s reading list for this episode:

HBR: Managing Yourself: Job-Hopping to the Top and Other Career Fallacies by Monika Hamori — “The notion that you get ahead faster by switching companies is reinforced by career counselors, who advise people to keep a constant eye on outside opportunities. But the data show that footloose executives are not more upwardly mobile than their single-company colleagues.”

HBR: Setting the Record Straight on Switching Jobs by Amy Gallo — “In fact, people are most likely to leave their jobs after their first, second, or third work anniversaries. Millennials are especially prone to short stays at jobs. Sullivan’s research shows that 70% quit their jobs within two years. So the advice to stick it out at a job for the sake of your resume is just no longer valid.”

HBR: 10 Reasons to Stay in a Job for 10 Years by David K. Williams and Mary Michelle Scott — “It’s easy to quit over perceived unfairness or serious challenges. But it shows much stronger character to persevere, to find and enact solutions to problems, repair damage, and to take an active role in turning a situation around.”

HBR: Managing Yourself: Five Ways to Bungle a Job Change by Boris Groysberg and Robin Abrahams — “A hasty job change, made with insufficient information, is inherently compromised. When under time pressure, people tend to make certain predictable mistakes. They focus on readily available details like salary and job title instead of raising deeper questions, and they set their sights on the immediate future, either discounting or misreading the long term. Many also have an egocentric bias, thinking only of what affects them directly and ignoring the larger context.”

DAN MCGINN: Welcome to Dear HBR: from Harvard Business Review . I’m Dan McGinn.

ALISON BEARD: And I’m Alison Beard. Work can be frustrating. But it doesn’t have to be. We don’t need to let the conflicts get us down.

DAN MCGINN: That’s where Dear HBR: comes in. We take your questions, look at the research, talk to the experts and help you move forward. Today we’re talking about job hopping with Allison Rimm. She’s an independent consultant and career coach. Allison, thanks so much for coming on the show.

ALLISON RIMM: I’m delighted to be here. Thanks.

ALISON BEARD: So, Allison, is this worry about moving from one job to another very quickly a perennial problem or do you find it’s becoming more common?

ALLISON RIMM: Yeah, I think it’s such a generational thing. So, it’s much more common to come out of school expecting to work for two, three, maybe four organizations over the course of an entire career, and then you would retire, get the gold watch and all would be well. But the reality is that kids coming out of college now are entering a very different work environment.

ALISON BEARD: How often do clients come to you because they really want to leave a job that they just started?

ALLISON RIMM: It’s not unusual. Generally, it’s one of two things. They got to a job and it’s not what they thought or expected or hoped it would be, and then they’re like wanting to go. The other extreme that I see, people get in, young people out of school get in, they work for about four months and start to think that they’re doing such a great job that they deserve a promotion or a raise or something. And when they don’t get it right away they start looking for something else. And either of those circumstances, leaving where they are isn’t necessarily scary, but there are issues that both situations create.

ALISON BEARD: Dear HBR: I graduated from college a year and a half ago and got a paralegal job. The work was monotonous and the office was too small for me to develop professionally. So, I sought work elsewhere after ten months. I landed another paralegal position, but at a firm that promised an interesting assignment that I could spearhead. But shortly after I started, the project was terminated for budgetary reasons. Now, I work as a floater between departments, helping colleagues on an as needed basis. Ordinarily, I’d welcome the opportunity to become familiar with new material, but I’m often given tasks like stapling papers, or making copies. Other times there’s no work to do. I’ve asked for more responsibility. I was told I need to wait until something opens up. Several people have left the company since. Their assignments were given to others already in the department. I’ve been waiting patiently, but I feel as if I’m losing momentum and not utilizing my skills. So, I’ve been researching other jobs and industries. But since I’ve only been with my current firm for six months, I’m hesitant to apply. I understand hiring managers might see me as a job hopper. I’m just not sure that staying stagnant here is any better. Should I start interviewing for other positions so soon?

ALLISON RIMM: Well, I think there are a lot of layers to this particular question. The first question is what can you do there to take on more interesting tasks? Since you’re in a job already you might as well do everything possible to make your day to day life where you currently are as pleasant and productive as you can make it. Maybe if you play your cards right not only could you staple papers, but you could paper clip them too. [LAUGHTER] But seriously, look around. Are some people seeming kind of overloaded and they might appreciate some assistance and then you could get your hands on some more interesting tasks that would use your skills? And then on the question though, should she start interviewing elsewhere, why not ask? Then if she is fortunate enough to be invited for an interview, then that communication comes to play. She could explain very carefully that she came in all excited to do her job and through nobody’s fault of their own, it was a budgetary decision, her tasks or her project was eliminated, and she would like to put her skills to constructive good use in an organization that could make good use of them.

DAN MCGINN: So, it sounds like part of what you’re saying is the fact that she joined to do this project that got canceled, that gives her a great story, a great framing device, and kind of an excuse to move on rather quickly. Is that what you’re suggesting?

ALLISON RIMM: Well, she doesn’t have to say anything negative about her employer which is never a good idea. Because she’s got a very objective reason for not wanting to stay there. They eliminated her project and she’s tried to get assigned to others and that hasn’t happened yet.

ALISON BEARD: Yeah, I respected this letter writer because she seems very intent on learning and we’ve published research that talks about sort of all the reasons that you should leave a job and the very top is that you’re not growing and you’re not learning. So, I fully back her up on that. I do worry that she’s going to struggle with the framing because her letter to us seems very focused on what she wants to get out of the organization as opposed to what she can give to the organization. So, how would you encourage her to shift her mindset in that way?

ALLISON RIMM: I would ask her a series of questions. What is it that you really want to get out of your work experience? And then once you know what you want to get out of it then you need to think about what are you going to contribute to a place so that they’re going to want to actually pay you to do what it is that you want to do. You want to be able to get into the head of the person on the other side of the table with whom you’re trying to negotiate a win/win situation. So, you’ve got to figure out what that win/win is and then present it as such.

DAN MCGINN: Yeah, I wondered a little bit along the same lines as you Alison. I don’t know a lot about paralegal work, but I suspect that some of it is going to be monotonous and that’s kind of the rules of the game. And while copying and stapling are not a core function of paralegals, I think absolutely you need to expect to be doing a little bit of that. You and I copy and staple a little bit at our jobs every once and a while. So, I did see some of those same phrases that made me a little bit concerned, not whether these organizations are the right fit for this woman. But whether this career path may or may not be a good long-term fit.

ALLISON RIMM: It’s such an interesting point that you raise Dan because I didn’t actually read it that way, but I can absolutely see why you would have looked at it that way. I was kind of wondering if she a really ambitious person, or is she a little bit entitled in not wanting to do everything it takes to get a job done. It’s really hard to know.

ALISON BEARD: She does talk about looking at other jobs and industries which is probably a good sign. She’s realizing that this might not be the field for her. I do wonder whether when she’s going out to those other fields, whether that might be difficult to explain. I studied to do this one thing. I did it in two different jobs and now, I’m having a complete switch. Will that be explained away by her youth, or will she have to think carefully about her story?

ALLISON RIMM: Well, both. Again, you have to think about to whom you’re telling your story and how it might be received. If you go and you apply your skills one place and you need to grow and change, that’s going to be expected over time. But we’re still in that area of transition where that’s not so well understood maybe by some of the older generations.

DAN MCGINN: She’s been in her current job for six months. She held her previous job for 10 months. Is there some magic number when it comes to tenure at which any concerns about job hopping would go away?

ALLISON RIMM: Yeah, it’s really hard to know. I kind of find one size fits one in these situations. If she gets to job three and job four, I would certainly see the flags raised.

DAN MCGINN: There’s a case to be made, hang in there because that will give you more leeway if job number three doesn’t work out, you can jump a little faster. If she doesn’t do that, when she goes to job three, after very short stints at job one and job two, she really has to stay at job three and make it work for a while.

ALLISON RIMM: Yeah, absolutely Dan and that’s why I started out this conversation by saying she really ought to look at everything she can do to make a go of the job she has before she goes an jumps ships. There are two reasons for that. You’re there, but number two, you don’t know how long it’s going to take to find something else.

ALISON BEARD: What happens if she does start interviewing and gets an offer really quickly?

ALLISON RIMM: It’s possible if she likes this organization and they like her that she could go back and tell her supervisor that’s she got another offer and she’d really like to stay there if she could get a meaningful project and see what happens. I think staying longer would look better over the long haul, and it would probably be a really good skill developer for her to figure out how to navigate around a culture, in an organization, and find a way to make a good, meaningful contribution.

ALISON BEARD: And show her commitment by asking for a project, not a promotion.

ALLISON RIMM: Exactly.

DAN MCGINN: One last thing I wanted to ask about. She talks about being worried about losing momentum and stagnating. Do you see people too focused on this idea of momentum and that careers and jobs should have this sort of constant rate of acceleration? Alison and I watch each other’s careers unfold and things ebb and flow. It’s like driving on the Mass Pike [highway]. You’re going 80 [miles per hour] and then you’re going 20, and then you’re kind of not going anywhere.

ALISON BEARD: And especially early in your career doing monotonous tasks was sort of paying our dues, right?

MCGINN: Right. And if this organization didn’t think that there was a chance that they were going to find a project for her to work on, they probably would have laid her off. So, I wonder if she needs to give the organization a little bit of credit for recognizing that they’re going to find something, otherwise they would have cut her loose by that point.

ALLISON RIMM: Yeah, again I think it comes down to communication and if she’s concerned about that she could be talking to them very directly and understand that. And I think your take on that is absolutely legitimate for a lot of people. I looked at that and thought, so is she worried about the equity of her skill set, or is she worried about being bored and working really beneath her license and what she thinks she’s capable of. So, hard to know.

DAN MCGINN: All right, Alison. What are we saying?

ALISON BEARD: So, first we should think about what she can do to make herself feel more fulfilled in her current role. Can she volunteer, not for a new position, but for different tasks and assignments where she sees a need? We do think that she should start looking particularly in different fields and paralegal work might come with a bit of monotony, and start applying? When interviewing she should explain her story all the way through. She was promised a project that she was very excited about that was going to offer her a chance to make a meaningful contribution. Through no fault of her own it was canceled and now she’s looking for just that chance somewhere else. She should focus on what she can give to her new employer rather than what the employer can give her. Job hopping is expected in today’s economy. So, she probably won’t be dinged for that automatically once she gets through the door, but she should think very carefully about her next step because she doesn’t want a serious of three short stints on the resume.

DAN MCGINN: All right, second letter. Dear HBR: Let me first say that I take full responsibility for my choices which is why I’m writing this. When I finished my Master’s degree at age 50, I was hoping to use it in international business management. Now, I believe the odds of that happening in some meaningful way are slim at best. I took a job at one of the largest consulting companies on the planet. It was a very entry level position. I wanted to get my foot in the door and move up. The division was spun off after a year and the door to advancement seemed closed. So, I went to work for a small boutique software firm as their inside sales manager. It turns out I was their ninth sales rep in two years. Soon after I started they let all their outside sales reps go. A few months later they demoted me and brought in a VP of Sales with 10 years of experience. After four months I was able to secure a sales development rep job at another software company. I had hopes of moving up. However, after 10 months I saw the hot mess they were in and realized I had no shot of moving up due to the toxic political environment. So, I moved onto a job where they said they were looking for a sales rep who could stir the pot. After six months when they refused to implement my sales plan they let me go. I had to take a job as a list broker. I feel like a failure. And I’ve started to lose hope for anything meaningful in my work life. Where am I misjudging these career choices? How can I avoid hopping to a new job again?

ALLISON RIMM: So, I’m glad that this guy’s taking full responsibility for his situation. That actually shows a level of maturity. But his letter raises a few really important concerns. So, first of all, as somebody who wrote a book on this topic, it’s called The Joy of Strategy: A Business Plan for Life . This guy could really use a business plan for his life. What does he want out of his career? It’s very hard to read an email and understand what’s going on in his head, but he got a graduate degree in international business management. And after one stint at a consulting company, he’s off into the sales world. So, I’m not sure what’s driving his decision making about the substance of the job he’s taking in the first place, but also he’s showing a real lack of ability to read a culture and an environment before he takes the job. So, he really needs to learn how to do some better due diligence.

ALISON BEARD: Yeah, I absolutely agree. I think he needs to do more research. But how does he get accurate information about what a company’s going to be like before he’s in it?

ALLISON RIMM: Well, now that he’s had some experience, he can learn to add why is this job vacant? What’s the history with this position and how does it function, for example. And that, if they’re honest they’re going to tell him there’s been a parade of people and then he can ask follow-up questions as to why that was the case. He, then later in another job’s talking about a toxic political environment and he could spend some time meeting other potential co-workers. Some people I know actually ask if they can work for a week onsite just really kind of soak up the atmosphere before they commit to it. So, there are whole lots of different ways that he could get better information.

DAN MCGINN: I would break this down into two separate questions. Number one, there’s the retrospect of analysis of what went wrong, but then I think there’s a big question here of the branding. This guy is a job hopper and there’s nothing we can say that’s going to change that reality. It becomes how does he put the best spin on that? How does he minimize the damage that’s going to come with having that label very clearly attached to him?

ALLISON RIMM: Yeah, I think the good news in this story is that he’s been successful in getting job after job. So, that’s a good piece of data. But he might want to spend a little bit of time just doing an inventory of what are his skills and interests and what job possibilities would be a better alignment with that than these sales jobs?

DAN MCGINN: More so than most of the letters we get, I feel like this is somebody who would really benefit from some outside help. I don’t know where the line is between career coaching and therapy, but it might even actually cross that line at some point too, in terms of how he’s relating to people, in terms of emotional intelligence.

ALISON BEARD: Yeah, I do think that this man sort of is at risk for getting sucked into this sort of spiral of negativity and sticking with this job that he really hates now. I was thinking that one of the best ways for him to break out of that cycle of negativity would be to connect with people, former colleagues, his Master’s degree cohorts, to help him do that soul searching, but then also to give him contacts for the right kind of roles that he would want to get him job leads, to open doors for him.

ALLISON RIMM: Yeah, I think that’s a great idea. That’s interesting that you raise that because one of the biggest red flags for me was that at age 50, with a Master’s degree he took a very entry level job. So, I was wondering what that was all about. But sure, most graduate programs have some sort of career services office that can help him with networking. If he developed any relationships with any of his professors, he could go back and talk to them.

ALISON BEARD: So, could the fact that he’s had all of these short stints in sales jobs, some maybe within a calendar year, be an asset for him, in that he can completely omit them from his resume? Not list these employers as references and really just focus on the international business job that he first had and then maybe one of the more prestigious sales roles that he played.

ALLISON RIMM: That can be a very good strategy. He might want to consider rather than putting them on, so the year on to pick one job and then the year that he worked there and if people dig more deeply and ask him questions he’ll have to explain it honestly of course, but it doesn’t necessarily have to be shown on his resume.

DAN MCGINN: If he decides to leave some of these jobs off of his resumes, which ones would you make disappear?

ALLISON RIMM: Maybe the question is which one would he choose to leave on? And I would maybe counsel him to choose the job where he felt that he had the most successes that he could point to and where he had somebody, a colleague or somebody in that organization that would be willing to give him a positive reference.

DAN MCGINN: So, it’s not as simple as just drop the shortest ones. Do you need to think about it a little bit holistically?

ALLISON RIMM: If he’s going to leave a job on his resume, then he needs to be prepared to have an employer ask to speak to somebody there and it would behoove him to have somebody who could say something positive about his time there.

DAN MCGINN: Can a reference play any part in that, if basically his story for at least one or two of these places is, look: this place turned into a toxic mess. That’s a difficult thing to say because you’re not supposed to say negative things about an employer. But if there’s some reference out there who will not only say positive things about him but also say yeah, that place was a toxic mess, he’s right. He was smart to get out of there. Is that at all helpful in this case?

ALLISON RIMM: That’s a tricky one because it’s really, it’s hard when you’re talking to people you don’t know about a situation that involves other people that they don’t know, to win them over. And the people on the other side of that argument might say he’s a toxic fellow. We just don’t have enough background to answer that. But one positive thing he could do on his LinkedIn profile is to solicit a lot of people who will write positive recommendations for him, just about any kind of interaction they had with him in any setting. And that will only look positive.

ALISON BEARD: So, how does he explain leaving all these different jobs in a way that’s positive about the employer, positive about him? It seems like a difficult problem to me.

ALLISON RIMM: Well, I agree with that. I think that he could share if he wants to be really transparent about things. That he’s learned his lesson and he didn’t do enough due diligence. And now he’s asking much more detailed questions which the hiring employer will see him doing so that he can make a better choice about where to go next.

ALISON BEARD: Yeah. We published a great piece a while back by Boris Groysberg at HBS talking about doing this due diligence. He’d interviewed HR chiefs and executive search consultants about the mistakes that job hoppers make. And he focused on four areas that you need to do that research. A, looking at the job market realities for the industry, or function. Is this a place, a field I want to be in? The financial stability and market position of the company. The cultural fit which you’ve talked about and then also, will I really have the job that I’m promised? And I think sort of breaking it into that, those buckets in terms of the questions he’s asking would be really useful and then also, as you say, show the employer that he is a thinker and strategist and someone who is being more careful about decision making in the future.

ALLISON RIMM: That’s very well said and one thing that discerning employers often look for is they understand people make mistakes. So, the question is if you do that, how do you recover from that and what do you learn from it so you don’t repeat it in the future? And that’s his opportunity here.

ALISON BEARD: Great. So, Dan, what are we telling this man?

DAN MCGINN: Well, so the good news here is that clearly, he is very ambitious. Going back to graduate school at midlife takes commitment. And the good news is despite the really bumpy couple of years he’s had here, he continually finds people who want to employ him. Something that not a lot of people can say. So, he clearly has that going for him. On the other hand, as he recognizes he’s made some poor choices in terms of moving between these companies, we think he needs to think about why this happened. What is it about his due diligence process that is lacking? Why isn’t he asking better questions, recognizing red flags? Getting a better handle on the culture, getting a better handle on who his supervisor might be, whether they’re going to be receptive to his ideas or not. We also think there’s a branding question here going forward. How is he going to spin this? What’s he going to put on his resume? What’s he going to leave off of his resume? Some of these questions he might benefit from engaging with a professional to talk about them. Probably a career coach, maybe even a therapist. In terms of the nuts and bolts and logistics of finding his next job, we think going back to the university where he got his graduate degree, engaging with their career center would be a good idea. We think thinking about references and who might say something positive about some of his experiences here, either on his LinkedIn page or as a reference. We wish him good luck. We recognize that it’s a tough situation and the fact that he’s taking responsibility for it is a good thing. And now it’s time to learn from it.

ALISON BEARD: Onto the last question. Dear HBR: I’m a young professional working for a nonprofit publisher. Last year the organization began discovery for a major half million-dollar website project. I volunteered to lead it and did everything I could to rise to the occasion. I’ve been loving the work over the last six-plus months. But I’ve been hitting serious roadblocks in formalizing my promotion in title and salary. At our organization promotions and reviews only occur once a year. The review period itself can take months, even for a simple standard cost of living salary increase. My boss had originally assured me that we would secure an out of cycle promotion. Each promised timeline has been broken and is only being pushed off further. Despite my best efforts to advocate for myself, now it seems my best chance of formalizing the promotion is eight months from now. In the meantime, our CFO refuses to approve any overtime. I work plenty and that could have helped supplement my income before my new salaries in place. But he says it’s against policy. I fear I may no longer be able to afford to live where I do on my original entry-level salary. My work is demanding. I don’t have time to work a second job anymore. I’ve received nothing but sincere praise internally and externally for my work. But I feel that I’m being treated unfairly due to severe disorganization and poor communication at the highest level. That leads me to my question. Is it ethical for me to list my current role as project manager on my resume? That’s my functional role and the title I’ve been promised. And are the reasons for potentially leaving my job justifiable? Or, am I just impatient? Allison, what do you think?

ALLISON RIMM: Well, this one’s loaded as well. But the first thing to note is that she’s doing work that she loves. And she’s being recognized and praised for it. That is big. And she talks about this being an entry-level job, fresh out of school. So, she needs to recognize that there is a value to the investment that she’s making in working there.

ALISON BEARD: And that doesn’t happen at all, organizations for entry-level people.

ALLISON RIMM: Absolutely not. The fact that she got her hands on this really big project is a pretty big feather in her cap. On the flip side, I’d be very concerned about an organization that’s made all sorts of promises to her and has yet to come through with any of them. One way she could go about this is to go to her boss and say, I love my job. I’m really committed to this nonprofit organization. But I’m really having a hard time making ends meet. How can we make this financially viable with, for me, without breaking policy for the organization? Can we think outside of the box and make this something that I can stick with? Also, while we’re at it, is it OK with you if I use the title Project Manager even if it’s not formally approved so far because functionally I’m doing that. That costs the organization nothing. Can I use the title?

DAN MCGINN: The thing I ceased on is the same thing you did Allison. I’ve been loving my work. That’s a really good place to be and it makes the situation less acute. And she can maybe hang in there a little bit longer than she might otherwise. But I agree. Long-term promises are being broken. They have a very tight budget. They do not sound like they want to be particularly generous with her. So, I see short term this is something she can be pretty choosy about what her next job is because she’s learning a lot. She really likes the job. Long term, I wonder if this is the right organization for her. In terms of the functional question whether she can list herself as a project manager, even if she doesn’t use that title in the skill section of her resume, she can clearly emphasize as project management skills and when she gets into the face to face she can say look, I’m doing the project manager role. They just haven’t officially put it on my job thing yet because it’s stuck in the bureaucracy. And that’s the truth which is always the best thing to use.

ALISON BEARD: I feel like you all took the words right out of my mouth. I felt exactly the same way. She’s in a really good position. She’s learning. She’s taking responsibility. But she’s at a really bureaucratic organization and maybe that’s not the best fit for her going forward. So, I would encourage her to yes, keep working really hard, but also in the very little extra time that she does have, to start exploring other opportunities and find the perfect job out there in the world for her should this one not turn into the perfect job.

ALLISON RIMM: Well, I completely agree and I think there are a few reasons to look for a job. Number one, she loves the web building work. And that is a skill she could use in any number of organizations. She asks the question, is she just being impatient about getting this raise that she was promised and the title? And it’s hard to know whether they’ll really come through. But one way she might be able to find out is if she gets an offer someplace else, and goes back and says to them, hey I love my job here, but I can’t afford to work on this salary and you promised me this. So, can you give that to me now with back pay or whatever it is that she wants to feel fully appreciated and valued in her current organization? Or, then maybe she takes this new job if they’re not going to come through.

ALISON BEARD: Yeah, my take was that eight months didn’t sound that long, but she’s already been waiting a very long time. So, spend those months while you’re waiting to see if they do come through, finding another opportunity.

ALLISON RIMM: Yeah, if you’re living paycheck to paycheck, eight months could be a very long time.

ALISON BEARD: Right. That’s true.

MCGINN: We get a lot of letters in which there’s this good cop, bad cop dynamic. My boss promised X, Y, and Z, but then HR got involved. What can she do when she’s in this situation where her boss has promised and is trying, but has hit this bureaucratic roadblock? Is there any real recourse?

ALLISON RIMM: It’s really hard to know what’s actually going on in that situation. But if she can line up support with her boss and potentially her bosses’ boss, maybe they can build more of a case to get them to wave their policies in this one particular case. If she went and said, here’s my functional issue. I’m having a hard time paying my bills. How can we get me the pay and the title that I need to really make ends meet, even while we wait for this cycle to go through? It might give them some incentive to help her find some sort of creative solution to her situation.

ALISON BEARD: On the resume, I agree that there was no way she should put the title on if she didn’t really have it. But I do wonder again, how she can get past that sort of initial resume scam if she’s applying for project manager jobs, and she’s never been a project manager before, how can she get them to read the description that she lists beneath that title, whatever she said in her cover letter and get to the interview stage where she can talk about all the work she’s been doing.

ALLISON RIMM: Yeah, I think the cover letter is key. Hopefully, if you can write a very short, but powerful and compelling letter, maybe even one paragraph that might get them to look at the resume.

DAN MCGINN: The other nice thing about project management is there are certificates. It’s a certifiable kind of profession. So, even if her organization doesn’t give her that title, there’s a way that she can get some certifications that would give her credit for these skills, even if it’s not quite in her job title yet.

ALISON BEARD: Also, the fact that she’s getting the external praise, suggests to me that she has an opportunity to arrange for warm introductions at lots of different places that would get her past that initial resume scam.

ALLISON RIMM: Yeah, great point.

DAN MCGINN: So, Alison. What’s our advice?

ALISON BEARD: The good news is that she loves her job and she’s getting lots of praise which is terrific in an entry-level position. She might just want to view this as a continuation of her education, an opportunity to learn as much as possible. At the same time, we do think there are red flags because her employer has made promises that they haven’t kept. As a first step to figure out why that’s happening, she should have a frank conversation with her boss just about all the work that she’s doing, how excited she is about it, but then also how difficult it is for her financially, and asking upfront whether there are any workarounds that he or she could orchestrate such as a bonus, or even getting the project manager title before the official promotion and pay increase. At the same time, we think she should also explore other opportunities while she’s waiting. A nonprofit might not be the best fit for her if she wants quick promotions and high pay increases. When she’s putting herself out there, for new jobs, she should definitely emphasize her project manager role in her cover letter and her interviews, but until she has the title, she shouldn’t put it on her resume. One other thing she might do is consider professional certification so that she can get that project management credential. She can also leverage her network. All those people that are praising her externally to get warm introductions and help her find the next terrific opportunity.

DAN MCGINN: Allison, thanks so much for coming in.

ALLISON RIMM: It’s been my pleasure.

DAN MCGINN: That’s Allison Rimm. She’s an independent consultant and career coach. Thanks to the listeners who wrote us with their questions. Now we want to know your questions. Send us an email with your workplace challenge and how we can help. The email address is [email protected].

ALISON BEARD: On our next episode we answer your questions about.

DAN MCGINN: To get that episode automatically, please subscribe. I’m Dan McGinn.

ALISON BEARD: And I’m Alison Beard. Thanks for listening to Dear HBR :.

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The pros and cons of job hopping.

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Until recently, job hopping was considered career suicide.

Hiring managers were wary of resumes loaded with several short job stints; they’d think you were an unstable or disloyal employee.

But things have changed. As job longevity becomes a thing of the past, employers and recruiters are beginning to have a different outlook on job hopping.

According to the Bureau of Labor Statistics, the average number of years that U.S. workers have been with their current employer is 4.6. Tenure of young employees (ages 20 to 34) is only half that (2.3 years).

“When the bulk of the workforce constituency was the Baby Boomers--stoic, long-term-oriented and collectivistic in nature--job hopping was highly frowned upon,” says  David Parnell , a legal consultant, communication coach and  author . “It was the norm to stay with an employer for 30 years, grab your pension and ride off quietly into the sunset. With the entrance of the dot.com bubble and Gen X (and eventually Gen Y) came a much more instant gratification, self-oriented nature to the workforce. Where a single move within a five year span may have labeled someone as a pariah, in some industries nowadays, a move per year isn’t unheard of.”

Ryan Kahn, a career coach, founder of The Hired Group , star of MTV ’s Hired , and author of Hired! The Guide for the Recent Grad , agrees. He says the perception of job hopping has changed over the past few years, “now becoming common to many.” In the past this would have been something that would deter employers—but because of its frequency today, “job hopping is replacing the concept of climbing the corporate ladder," he says.

So what exactly is job hopping, and why do people do it?

Frank Dadah , a principal account manager and general manager at WinterWyman , a recruitment firm that specializes in search and contract staffing in the Technology, Accounting and Finance, Human Resources, and Investments and Financial Services industries, says job hopping is moving from one company to the next for either a lateral move or promotion. “It is usually considered job hopping when you move from one company to the next every one to two years, have done it multiple times, and the reason for each move is due to something other than a layoff or company closing.”

As it turns out, job hopping can be extremely advantageous for certain types of people—if they do it for the right reasons, says Laurie Lopez , a partner and senior general manager in the IT Contracts division at WinterWyman. “For those in technology, for example, it allows them the opportunity to gain valuable technical knowledge in different environments and cultures. This can be more common for those specializing in development, mobile and Project Management. While job hopping has a negative connotation; this is more about a resource providing value to a company, and then realizing there is nothing more to learn in that environment. In order to keep their skills fresh, it is necessary for technologists to remain current in a highly competitive market. Job hopping is more common with employees that are less tenured, and feel confident in their skills to be able to move on without burning a bridge and can add value immediately in a new opportunity. With employers being more open to hiring job hoppers, we expect the trend to continue.”

The experts weighed in on the pros and cons of job hopping. Here’s what they said:

Diverse background. “[Job hoppers] probably can point to experience in a number of different industries and different size companies, and exposure to a variety of challenges,” says Tracy Cashman , a partner and general manager in the IT Search division at WinterWyman. “Someone who has a diverse background is often more attractive to a potential employer because they potentially bring new ideas and ways of doing things. Just make sure to keep some kind of record of what projects you accomplished where, and make sure one to two people at each company will serve as a reference.”

Access to more information and resources. “With the entrance of the Internet came a previously nonexistent pipeline of information that functioned as a massive catalyst for change in the employment market,” Parnell says. “The skill sets necessary to keep up with this change must be diverse, dynamic and ever-evolving. In most cases, the environment necessary to foster this growth can’t be found under a single roof. Working in several different environments provides access to different resources – both human and informational – that one couldn’t gain through a single employer.”

Exposure to different businesses and people. “Job hopping gives employees the opportunity to expand their experiences and shop around their talents,” adds Kahn. “By working at multiple companies you will get to see ways that others are conducting business, while expanding your network to a whole new pool of professionals.

You’ll have a large, resourceful network. “Social and professional networks are more active and influential than ever before,” Parnell says. “While networking used to be important, today it is vital in such a competitive market. Different employers provide access to different networks in which to plant roots and farm relationships; one day these may prove helpful or even career-saving.”

A chance to find the right fit. Job hopping gives you more opportunities to figure out what you like and don't, and what is important to you in a position and company, Cashman says. “That way, when you are finally ready to settle down for several years, you know what you are looking for.”

Exposure to different jobs. Job hopping gives an employee the opportunity to see what other job are out there, Kahn says. “This could lead to an upgrade of title, salary, benefits or even work environment."

An opportunity to show off some of your best attributes. Job hopping allows you to show employers that you are flexible, adaptable and a quick learner,” as well as someone who is not afraid of change or taking risks,” Cashman says. “For some industries and companies this will be a selling point.”

More money. “More often than not, an employer and their employee have a conflict of interests: the employer wants a lot of work for little pay, and the employee wants little work for a lot of pay,” Parnell explains. “While they often meet in the middle when initially negotiating salary--because the future employee has some leverage prior to an acceptance--the subsequent raises are usually lackluster. Jumping to a new position almost always results in more money than a simple raise will provide.”

Employers will be hesitant to invest in you. “When jumping from job to job you are showing future employers that there is a high likelihood that you will do the same to them,” Kahn says. “Also at most companies, putting in the years of work with them proves your loyalty helping to strengthen your job security. Loyalty goes a long way and from the employers perspective gives them dependability that they can count on.”

Parnell agrees. “It is usually quite expensive to recruit, court, hire and ramp up a new employee,” he says. “Should they leave in a short period of time, it can be quite costly to an employer. This fact alone makes a spotty employment history very suspicious and scary to a potential employer.”

Your job may be less secure. If your employer is forced to lay off employees, you might be the first to go (given your track record of leaving companies quickly), Cashman says.

Lack of satisfaction. “Like the professional version of parenthood, one of the greatest satisfactions in a career is to be a part of a product’s (or services) genesis and ultimate release,” Parnell says. “Where most products and services have a relatively long life-cycle, a job hopper will never experience such a satisfaction.”

You may damage relationships. More and more, employers are turning to professional reference checkers to verify information and otherwise double-check their potential investment in a new employee, Parnell says. “In an environment where relationships are more important than ever, gaining experience by job hopping seriously compromises one’s potential for developing deeper, more reliable contacts that can act as guarantors.”

They may question your judgment. The employer might wonder if you’re prone to making bad decisions. “One or two short stints might be acceptable if you went to a company that went bankrupt or were caught up in a layoff or just plain chose the wrong fit--but many of these might indicate you are someone who doesn't have good judgment,” Cashman says. “Bad judgment is definitely not on the list of desired employee traits.”

They’ll fear you’ll leave at the first sign of trouble. “The employer will wonder if you jump ship at the first sign of trouble, or if you always think the grass is greener someplace else,” Cashman says. “It's one thing to read the tea leaves and move on if it's clear your company is struggling, but a potential employer likely wants to see some history of loyalty and the ability to be part of the solution when the going gets tough.”

Lesson learned: There are many benefits and drawbacks to job hopping--but if you do it for the right reasons and maintain healthy relationships with past employers, the pros should outweigh the cons and you’ll be seen as a flexible, resourceful candidate.

“The most important thing is to be able to demonstrate that no matter where you worked or for how long, that you were someone who was critical to the success of a project or the company as a whole,” says Steve Kasmouski , president of the Search Divisions at WinterWyman. “Your resume should tell the reader why you were important to the success of some project or company and should show that you have grown over time gaining increased responsibility, scope and success.”

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Understanding Job Hopping: Trends, Impacts, and Solutions

Introduction to job hopping.

Table of Contents

What is Job Hopping?

Job hopping refers to the practice of changing jobs frequently, often every few years, to pursue better opportunities, higher salaries, or new experiences. This trend has become increasingly common, especially among younger professionals who prioritize career growth and work-life balance over long-term tenure at a single company.

Definition and Overview

Job hopping is defined as the frequent transition from one job to another, typically within a span of two to three years. While it was once viewed negatively, as a sign of instability or lack of loyalty, modern perspectives have shifted. Today, job hopping can be seen as a proactive approach to career development.

Historical Context

Historically, job stability was highly valued, with individuals often spending decades with a single employer. However, the rise of the gig economy, advancements in technology, and changing attitudes towards work have contributed to the normalization of job hopping. This shift reflects broader societal changes, including the desire for continuous learning and diverse professional experiences.

Trends and Statistics in Job Hopping

Job hopping trends have evolved significantly over the past few decades. According to recent studies, millennials and Gen Z are the most likely to switch jobs frequently, driven by the desire for better opportunities and personal growth.

Current Trends

Recent trends indicate that job hopping is becoming more accepted and even expected in certain industries . For example, the tech industry often sees high turnover rates due to rapid innovation and the demand for specialized skills. Additionally, remote work has made it easier for employees to explore new opportunities without the constraints of location.

Key Statistics and Data

• A 2023 survey by LinkedIn found that 60% of millennials are open to new job opportunities within two years of their current employment.
• The average tenure for employees aged 25-34 is approximately 3.2 years, compared to 10.1 years for those aged 55-64 (Bureau of Labor Statistics).
• Industries such as technology, finance, and marketing report the highest rates of job hopping, with annual turnover rates exceeding 20%.

Gen Z Job Hopping Statistics

Generation Z, those born roughly between 1997 and 2012, are entering the workforce in significant numbers, and their employment patterns are garnering attention from employers and researchers alike. One notable trend is the propensity for job hopping, which refers to the practice of switching jobs frequently. Unlike previous generations, Gen Z’s approach to employment is shaped by distinct values and economic realities. Here are some key statistics and insights into this phenomenon.

Frequency of Job Changes

A 2023 survey by LinkedIn found that 54% of Gen Z workers planned to leave their current jobs within the next two years. This contrasts sharply with older generations, where only 32% of millennials and 21% of Gen X expressed similar intentions. Additionally, data from the U.S. Bureau of Labor Statistics indicates that the average tenure of Gen Z employees is approximately two years, compared to an average of four years across all age groups.

Reasons for Job Hopping

There are several reasons why employees choose to hop from one job to another. These reasons can be broadly categorized into career advancement, work-life balance, and job satisfaction.

Career Advancement

One of the primary reasons for job hopping is the pursuit of career advancement. Employees often switch jobs to gain new skills, take on more responsibilities, and increase their earning potential. In many cases, changing jobs can result in a significant salary increase compared to annual raises at a single employer.

Work-Life Balance

Work-life balance has become a critical factor for many employees, particularly younger generations. Job hopping allows individuals to find roles that offer better work-life balance, including flexible hours, remote work options, and supportive company cultures.

Job Satisfaction

Job satisfaction is another key driver of job hopping. Employees may leave their current positions due to dissatisfaction with their roles, lack of growth opportunities, or poor management. By moving to a new job, they hope to find a more fulfilling and engaging work environment.

Impact of Job Hopping on Organizations

Job hopping has both positive and negative impacts on organizations. Understanding these impacts can help companies develop strategies to mitigate potential challenges and leverage opportunities.

Positive Impacts

• Fresh Perspectives: New employees bring fresh ideas and perspectives, which can drive innovation and creativity within the organization.
• Increased Diversity: Frequent hiring can lead to a more diverse workforce, enhancing the company’s cultural competence and market understanding.
• Enhanced Skill Sets: Job hoppers often possess a wide range of skills and experiences, which can be beneficial for project-based work and cross-functional teams.

Negative Impacts

• High Turnover Costs: The financial and operational costs of high turnover can be substantial, including recruitment , training, and lost productivity.
• Knowledge Drain: Frequent departures can lead to a loss of institutional knowledge and expertise, which can hinder long-term projects and strategic initiatives.
• Employee Morale: High turnover can negatively affect employee morale and engagement, as remaining staff may feel overburdened or insecure about their own job stability.

Strategies for Managing Job Hopping

Organizations can adopt various strategies to manage the challenges associated with job hopping, focusing on retention and engagement to reduce turnover rates.

Retention Strategies

• Competitive Compensation: Offering competitive salaries and benefits can reduce the temptation for employees to seek higher-paying jobs elsewhere.
• Career Development: Providing clear career progression paths and opportunities for professional development can enhance employee loyalty and retention.
• Recognition and Rewards: Regularly recognizing and rewarding employees for their contributions can boost morale and engagement.

Engagement Techniques

• Work-Life Balance Initiatives: Implementing flexible work schedules, remote work options, and wellness programs can improve employee satisfaction and reduce turnover.
• Employee Involvement: Encouraging employees to participate in decision-making processes and company initiatives can enhance their sense of ownership and commitment.
• Professional Growth Opportunities: Offering training, mentoring, and career development programs can keep employees motivated and engaged.

How GFoundry Can Help?

GFoundry offers a comprehensive platform designed to address the challenges associated with job hopping.

By leveraging advanced engagement and gamification tools, GFoundry helps organizations retain top talent and maintain a motivated workforce.

Platform Capabilities

• Employee Churn Prediction features: GFoundry uses machine learning to create employee churn prediction models by training anonymized datasets with employee usage data. Read more here about a project we are developing with Google.
• Engagement Modules : GFoundry’s engagement modules include features like gamified tasks, social recognition, and reward systems, which keep employees motivated and committed to their roles.
• Career Development Tools: The platform provides tools for skill mapping , training programs, and career path planning, enabling employees to see clear growth opportunities within the organization.
• Performance Tracking : GFoundry allows for real-time performance tracking and feedback, helping employees understand their progress and areas for improvement.

Implementation of Strategies

• Customized Solutions : GFoundry offers tailored solutions that align with the specific needs and goals of each organization, ensuring effective implementation of retention and engagement strategies.
• Analytics and Insights: The platform provides detailed analytics and insights into employee behavior and engagement levels, allowing organizations to make data-driven decisions.
• Continuous Improvement: By regularly updating and enhancing its features, GFoundry ensures that organizations can adapt to changing workforce dynamics and maintain high levels of employee satisfaction.

Future of Job Hopping

The future of job hopping will be influenced by various factors, including technological advancements, changing workforce demographics, and evolving employee expectations.

Organizations must stay ahead of these trends to remain competitive.

Emerging Trends

• Remote Work: The rise of remote work is likely to increase job hopping, as geographical constraints become less significant and employees can explore opportunities worldwide.
• Gig Economy: The gig economy will continue to grow, offering more short-term and freelance opportunities that appeal to those seeking flexibility and variety in their careers.
• Employee Experience : Companies will need to focus more on the overall employee experience, including culture, engagement, and personal development, to attract and retain talent.

Expert Predictions

• AI and Automation: The integration of AI and automation in the workplace will create new job roles and opportunities, potentially leading to more frequent job changes as employees adapt to new technologies.
• Lifelong Learning: Continuous learning and development will become essential, with employees seeking organizations that invest in their growth and provide opportunities for upskilling and reskilling.
• Personalized Career Paths: Organizations will need to offer more personalized and flexible career paths to meet the diverse needs and aspirations of their employees, reducing the likelihood of job hopping.

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