The job hopper is not the only one to blame. There are undeniable benefits to individuals who seek opportunities outside their current place of work.
Workers who stay at a company for more than 2 years are said to get paid 50% less. This is why companies must go the extra mile to keep their employees satisfied and productive at their desks.
Squashing job hopping is another way of saying improve retention. This can be achieved by increasing employee engagement and learning and development, ultimately investing in employees’ careers and internal mobility.
A LinkedIn report found that 94% of employees would stay at a company longer if it invested in their careers. Companies should take this seriously and provide structured talent mobility programs to channel their talent horizontally and vertically rather than out the door.
Increasing opportunities to learn and develop professionally is a top way to show employees that they are valued and should stick around.
After all, the three biggest objectives in job hopping are to advance one’s career, gain new skills, and increase compensation. If all three can be gained at their current company, there it’s more than a reasonable assumption that workers, Millennials included will stick around. The problem is that in the majority of today’s work environments, it’s far easier to achieve these three goals at a new company.