The Traditional “Company Man”

The “company man” refers to the traditional worker; one who gets their degree, finds a good job and continues to work there 20, 30, or 40 years. According to the Multiple Generations @ Work survey, 91% of Millennials expect to stay at a job for less than three years.

Why Are They Leaving?

While there are numerous causes to this effect, it can generally be summarized into three aspects:

  1. Rapid Career Advancement

When an employee stays in a company, they are confined to the promotional track that is specific to that company. This means that if there aren’t quick advancement opportunities within their employer, they will seek them from elsewhere.

  1. Lack of Job Fulfillment

As many of you know, the first 90 days of a new job are typically the most exciting as it takes about that long to become acclimated to the new environment. From then, they are either continually challenged with new opportunities or they begin to become complacent with their role. Job hopping can fill the void of fulfillment that they may not be receiving at a certain company.

  1. Leaving on Their Own Terms

In the case of downturn in an organization employees want to be prepared to jump ship to protect themselves before they are laid off. While this scenario may not be applicable to most organizations, it provides some insight to the new frame of mind taking place.

What are Some Proactive Solutions?

  1. Assure Them of Their Security

In the case of the final aspect of job hoppers, you want to make a point that their job is not in jeopardy. This easing of their mind can decrease their desire to jump ship and stick with a stable career. Listen to them and if they have concerns, take them very seriously.

  1. Offer Flexibility in Their Schedule

For some, offering flex options for work such as half on-site, half remote work can boost their desire to stay with your organization. Per the “Multiple Generations @ Work” survey, workplace flexibility won over both compensation and career advancement, showing the importance of this offering. If possible, you can adjust your policies to fit this scheduling (be judicious with who you offer it to, though) and watch your turnover drop!

  1. Prepare for It

Now that you are aware of the job-hopping situation among the workplace, you can prepare your business model for it. Whether this includes having alternative candidate choices or the utilization of a 3rd party organization to help fill the gaps, you can be ready when an employee leaves for another opportunity.

These are just a few tips to add to your HR department’s arsenal of retaining employees. While the job-hopping nature of today’s workforce may make maintaining your staff more complex, awareness of the situation will arm you with the knowledge to mitigate the issues. Should you need help with filling a position due to someone job-hopping on you, you can contact us at to help fill those positions with the premier, technology talent.

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