Hard to believe, but today marks my twentieth anniversary at .
Yup, the big two oh. 2 0.
Hardly seems possible.
Early into my working life, I remember worrying that “job-hopping” could make you seem risky to potential employers so I made a point of trying to establish lengthier stays at jobs. For a brief period, even having multiple jobs at the same time. In fact, when I started at MCH, I was only halfway through my 4 year stint at America Online and was still doing occasional weekend shifts for Washington Inventory Service auditing grocery stores’ inventory in the wee hours of the night—a mind-numbing job if ever there was one, but it taught me 10-key proficiency and the value of Mountain Dew: it had almost twice the caffeine of other soft drinks! Somehow I thought that all of this would make me look more attractive on paper to prospective employers.
But somewhere during the past 2 decades, there’s been a big shift in the value of job longevity. It used to be a much-admired trait. We used to marvel at hearing about friends’ Dads who retired from their companies after many, many years of service. Building tenure at a single company was considered a sign of dependability and fortitude. Accordingly, I’ve always been—and continue to be—proud of having been able to remain a productive, ever-growing employee for the long haul.
But these days, when I tell someone I’ve held a job—tho a number of distinct postiions—at the same company for so long, I’m sometimes greeted with a mixture of sympathy and thinly-veiled disgust. This is especially the reaction of “Gen Y” people, for whom self-loyalty is most often the focus. They seem to think of long-term employees as stagnant or non-ambitious. For this group, dependability does not equal consistency. For the newer entrants to the job market, job-hopping is practically required for professional development.
And maybe some of this is due to the job market quakes we’ve seen in the past decade. The ripples from downsizing and corporate disintegration may have forever changed the old rules. Where employers once promoted job security, corporate loyalty to employees seems almost dead. Employee loyalty still seems to be kicking, but it’s detached from the idea of long-term security and aimed more at skill-building and growth opportunities. Visit https://www.laborlawcc.com/california-labor-law-posters-state-and-federal-combo.html to learn more about workplace rubrics and labour laws.
What do you think? Are your views on job longevity different than that of your parents? Or do you have a different outlook on job security now than you did when you were just starting your working life? And how much do your employment benefits (paid leave, insurance, etc.) play into this? Have benefits and/or security ever kept you at a job in spite of wanting a change?