The basic idea behind not changing jobs before a year is commonly accepted because you need to display professional commitment before changing jobs. However, amidst the overwhelming pandemic changes, there is a new alteration to this idea. Although, the one-year norm is still supported by employers, since re-hiring employs lots of resources.
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Whereas for employees, the rule has undergone a drastic change. More workers are prioritising workplaces that put employee wellbeing and engagement as a priority. Hence, any workplace that fails to provide that is often quit before completing a year.
Changed priorities
While the one-year rule is still the best, there are some indications that it is not as impenetrable as it once was. In fact, even before the pandemic, regulations appeared to be loosening as worker job patterns altered. Most workers today change employment numerous times during their careers to advance, learn new skills, or secure a better salary. Michael Smets, Management professor, at the Oxford University’s Saïd Business School says:
Moving jobs has become a choice and one that often says more about the employer, rather than the employee.
This trend has been promoted by the pandemic, which has raised concerns about burnout and bad working practices. Alison Sullivan from Glassdoor believes:
There is less stigma attached to job-hopping or having shorter stints than in previous years. The pandemic is a huge factor, which caused many people to be out of a job, laid off or quit for many reasons ranging from caregiving to health and safety. Especially in the current tight labour market, hiring managers are more understanding about employment gaps or overall brief changes.
Valid explanations
While employees and most employers are looking at job-hopping with a new, neutral light, it still needs a valid explanation. Unnecessary employment gaps and jumps are often associated with a lack of commitment, an inability to grow or preparedness to leave your company in the lurch. So, if an employee cannot provide a valid reason for a job change, it could be viewed as a red flag by a hiring manager. Smet argues:
Explain how you decided to leave your former organisation, but still organised a robust hand-over and agreed on a leaving date that wouldn’t leave your team in the lurch—even if it is after just a month.
In general, the idea is to be upfront and prepared to provide context when explaining why you left. However, ensure to focus on good aspects of the new role rather than delving into what went wrong in the old one.
