The 2017 job-hopping peak season has begun again. Although the wind of capital winter is blowing everywhere, and although we see news every day about companies defaulting on salaries, CEOs fleeing, and large companies conducting proportional layoffs, it is undeniable that these messages can no longer stop programmers' restless hearts.

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Many bosses do not understand why programmers want to leave. They simply blame it on the new hires lacking a spirit of contract, and on every programmer having an excessively high opinion of themselves. They even consider programmers who leave after the New Year to be morally flawed. They simplistically believe that since the company provides weekends off, year-end bonuses, flexible working hours, salary raises, and various benefits, the reason a programmer still wants to leave is no longer the company's fault, but the programmer's own problem. So, is that really the case?

Empathy: please think from the same height

Empathy from both sides is required

From the company's perspective, the benefits given to employees depend on the company's revenue. I vaguely recall a survey report from last year that said on average, less than 50% of companies provide an annual salary raise, and very few companies give year-end bonuses. This may sound melodramatic, but it is the reality. Apart from founders being tied to the company, no one is truly obligated to stay with a company. Even founders may not necessarily live and die with the company. The current stability is only because the offers from outside have not yet reached their expectations. And this price is not necessarily salary, benefits, and treatment. I have seen many programmers who, even when they could earn 20K, would accept 18K or even 16K to stay at their original company, because the company can offer compensation in other aspects. Do programmers really care about that three to four thousand yuan? No! What they care about is being able to do the work they love and learn what they want to learn, rather than blindly building all kinds of identical wheels just for a salary. Today's society is very realistic, but that does not mean that no one has a living environment they pursue in their hearts. If you blindly retain programmers with benefits and treatment while ignoring the conditions programmers truly care about, then resignation becomes inevitable. Every company expects employees to have empathy when the company faces difficulties. But when employees need something, can the company also show empathy? Ask the company's boss, compare, and you will be able to draw a conclusion.

Following the right person is very important

A good leader brings employees along to grow together

Among the reasons for job-hopping, direct supervisors account for a large portion. This is precisely the part that companies find hardest to understand. Very few people who leave will express their dissatisfaction with their direct supervisor in their reasons for resignation. Most programmers are rational, but that does not mean they do not have emotional perceptions. A leader who is trustworthy, worth following, and worth learning from is often more important to programmers than a simple salary increase. The charisma of a leader has a great impact on programmers. For the company, these people are only middle management, but it cannot be ignored that these people are the elite and foundation of a company. Their role in stabilizing company projects and personnel far exceeds the benefits and treatment the company provides. The professional quality and moral character of this group directly affect the direction of projects and the stability of employees.

Only with mobility comes growth

Yearning for higher mountain peaks

Personnel mobility is not necessarily a bad thing for a company; at least it allows the company to continuously improve itself. For programmers, learning is endless. When a company cannot keep up with their pace of learning, it means it is no longer suitable for their development, and that is the time to leave the company. This has nothing to do with salary and benefits; it is simply a mismatch. Since that is the case, the only thing to do is wish each other well, without lamenting the disloyalty of employees.

From: Xiaoban (Toutiao)