After 10 years of work, I hit a career bottleneck and had to talk myself out of it for about 20 minutes every morning before I reluctantly went to work. I knew this state was very bad, so I took a moment to self-diagnose and concluded that this was a classic episode of quitting syndrome.
Your quitting syndrome, how often does it strike
After asking people around me Everyone has had an episode of quitting syndrome.
1. For newcomers to the workplace, the most common reason is that they don’t make enough money;
1. align:left;”>2. For the middle level of the workplace, the most common reason is that there is no room for advancement;
3. For the top level of the workplace, the most common reason is that they can’t handle the internal political struggle;
3. indent:2em;text-align:left;”>4. For all levels of the workplace, the most common common common reason is that they don’t get along with their bosses.
At the time, I devised several treatment options for myself:
1
2. Start looking for a new job and change places when you find one;
2. align:left;”>3. Leave the workplace and take some time off.
The third option was the first to be rejected for one simple reason: you have to pay off your mortgage.
The second option was then rejected as well, because the market was very general, and although there were a lot of good quality companies hiring, they were doing work that they were already tired of doing, and they weren’t really interested in going back and doing it all over again. -I know my preferences well, and one of them is to keep trying new things rather than repeating myself.
That left the first option, which was also the most difficult.
This personal experience has had a big impact on me, and the central idea is simple: in most cases, shooting yourself in the foot is not the best solution, and often not the most realistic one, and no matter how much you retreat, there is always a time when you can’t retreat. It’s better to take the bull by the horns than to do that.
Abraham Lincoln said long ago: Thingsmaycometothosewhowait,butonlythingsleftbythosewhohustle, and I would add Thereisnothingleftforthosewhoquit,
In evaluating the feasibility of each of these options, I’ve been thinking about the question, “Whether it’s an existing or new, what exactly should be the considerations in determining whether a job is worth doing?”
While thinking and talking to my friends, I quickly came up with a model with the following elements:
1. Will the job allow I keep learning new knowledge, new skills, and making sure I add value?
2. Will this job allow me to expand my network and gain access to more quality resources?
3. Will this job give me a sense of security, satisfaction and fulfillment?
4. Will this job provide me with enough income to ensure that my quality of life continues to improve?
This order is the year’s own ranking, according to the weighting of the factors.
Taking this model and asking multiple classmates and friends for their opinions, the basic feedback was, “It’s pretty good and comprehensive, both material and spiritual civilization, both hands on deck and both hard.” I still feel not sure enough, and wrote to ask several foreign big brothers who each have more than thirty years of experience, the basic feedback is: “the model covers the technical factors (Know-How) and people factors (Know-Who), and work-life balance (Work-LifeBalance), very complete. ” That’s always reassuring.
This is a model I use to this day.
Different responses at different career stages
Different people at The weighting and ranking of each of these factors should be different for different stages of career development. For example, when you are just out of school, having a stable economic income and being able to support yourself without having to nibble on your old age are probably the most important for most people, so a job with a lot of money is the most important criterion for choosing a career. After working for a period of time, with a certain economic base, most people will think about how to improve themselves and improve the workplace – money is still an important factor, but the weight of other factors will be much higher than when they first started out. To the C what O level, about will realize that personal needs and consumption is ultimately limited, money has become a symbol, career goals adjusted to what can be done to the company, industry, society, leaving what kind of reputation, more important than the amount of money earned – at least you have to claim this to be in line with the status. The company’s reputation is more important than the amount of money it makes.
A friend asked, “How come you didn’t mention the boss as a key factor in this model?” I replied, “Since ancient times, the boss is an irrefutable and inseparable part of a job.” The boss factor is already covered by the elements in the above model. But given that this factor is really important and extremely unique, you can take the boss as a dimension and ask yourself the following questions:
1. Can your boss continually mentor or support you so that you can continue to improve technically?
2. Can your boss expand your network and increase your workplace exposure both inside and outside the company?
3. Do you have a sense of security, satisfaction and fulfillment when you follow your boss?
4. Can your boss treat you well, reward and punish you fairly and equitably when it comes to money?
At this point, you can see that the initial coordinates of the career development roadmap have been set.
1. Identify your own preferences and abilities;
2. Identify your time and environment;
3. recognize what you think, what you want, what you fear;
4. don’t expect to be able to change others, don’t back down lightly, change yourself, change Improving yourself and being friendly with others is the most realistic route to advance in the workplace.
Opportunities only come to those who are prepared. The fact that you found those initial coordinates earlier than anyone else means you didn’t lose the starting line.