Is it a company´s responsibility to save an employee from herself? When it comes to job-hopping can an employer do something to discourage its staff from jumping from one place to another? Should they even care? I think so. In fact, I think it would be nice if companies invested in their people the old fashioned way-expressing concern when someone seems unhappy in their work. I´m sensing some eye rolling here, but give me a chance . . .
If someone seems dissatisfied at work, one of the first steps she should take is investigate new, in-house opportunities. If they don´t exist, she should dig further and determine whether or not she could create a position for herself. The problem with job-hopping is that it doesn´t show a progression toward anything and, worse, demonstrates quite possibly a commitment to nothing except the movement (and possibly exhilaration) of going from one thing to another. Some people are restless that way, but after years of jumping around they have little to show for all that mileage.
So getting back to what a company can do-if companies notice that their people are growing weary and bored and leaving because of it, then clearly they need to do something. But if you´re the weary and bored employee there are things you can do before leaving. Indeed, there are things you should do that, later, you´ll be glad you did.
For example, instead of telling your boss you´re bored express your desire to expand your assignment so that your skills can grow. Always try first to turn your dissatisfaction on its head by adding a positive spin even if it seems like you´re not being completely truthful; you´re being truthful-you´re simply addressing an issue with a solutions-oriented perspective versus one that will leave your boss at a loss or, worse, questioning why you were hired in the first place.
And don´t be afraid to help a supervisor figure out what to do with all your talents. Just because you´re raising a positive issue-all your fabulous skills and how much more you could do with them-doesn´t mean the work´s done. Everyone wants to be the idea guy, right? Well, the work, of course, is when you put all those ideas into practice and that is probably most important when it comes to managing your career. If you´re the supervisor and an employee has approached you with an idea to expand his job and responsibilities, don´t reject the idea outright because you don´t have enough time to make accommodations to the shift. Throw it back into the employee´s lap and be sure to assign a deadline so that your staffer is made accountable.