If you have experience, you will earn resources, and if you can’t earn it, you will leave. Some people say that you come with hope, but you accumulate disappointment little by little, and you leave when you have enough disappointment. Brother, you know me category email list well, I don't like chicken soup, I like to be passive. I think there are two reference criteria for resignation, one is whether to change the track; the other is to consider the personal input-output ratio. First, whether to change the track. In fact, this is easy to understand. Just like our college entrance examination majors are confused, most category email list of the first jobs do not have a clear plan. With the increase of experience, personal pursuit and path for future development become clearer. When work is not the pursuit of life, the idea of leaving the job and changing the track will arise, just like when I changed jobs for the first time.
I moved from hardware equipment manufacturing to the track of Internet products. Secondly, the comparison between the individual's category email list contribution to the company and the company's empowerment to the individual. For a long time, I have a point of view: the foundation of establishing a peer-to-peer relationship is a continuous exchange of value. This is the case with category email list people, and even more so with the company. If you want to become a chess player, you must first make enough value contributions. On this basis, the company is obliged to empower you with money, experience, resources, and advancement. Channels, etc. are all manifestations of empowerment.
A friend who has been in human resources for many years, once told me three words: when the company finds that the value created by employees category email list does not match the company's investment, it will definitely optimize the treatment without hesitation, or dismiss, or transfer, or demote When employees realize that the company’s empowerment is not as good as category email list what they pay, most employees will passively wait, find excuses, postpone consideration, adapt to the status quo, etc., and only a few will choose to leave without hesitation. Third, and most importantly, most people don’t realize that the company’s empowerment of personal growth is far inferior to their own efforts.