Is a job change salary increase higher than an internal salary increase?

First of all, because job hopping is higher than internal salary adjustment, they will go job hopping.

Look at their own value, the boss is not stupid.

The internal salary adjustment lasts 10 points a year, generally 5 points, less than even 1 point, and the jump is generally at least 30 points, and there are not a few who double, so it can be said that the jump is less than 3 years.

On the surface, it is high, but in reality it is not high. After changing jobs, you have to reintegrate into a new environment and deal with new people.

Generally speaking, job hopping and salary increases are much more than internal salary increases. Internally, in addition to the promotion may have a large salary increase, it is good to be able to outperform the average salary increase of the society every year according to the step-by-step schedule. When you change jobs, you will re-evaluate your market value according to the market salary level, and it is difficult to have the motivation to change jobs without a salary increase of more than 20%.

Even in the same company, when the position and work level are similar, it is often found that the old employees who have worked hard for many years are not as well paid as the new recruits. Even so, you shouldn't change jobs frequently to increase your salary. In any enterprise, there is a process of learning to integrate and stabilize to accumulate experience and improve your ability, and this process is the capital for you to achieve a substantial increase in salary next time you change jobs, and it is also the capital for you to be promoted within the enterprise, so that you will have a lot more opportunities to choose.

Frequent job hopping in a short period of time is undoubtedly a rapid drain or even overdraft of your capital, which may outweigh the losses in the long run.

It's definitely high, but if it's not high, can you go.

Not necessarily! I'm a more traditional person, and I don't like to change jobs easily, after all, it's not easy to re-establish the network accumulated over the years.

This is not absolute, I think as long as you think about it, you should not regret it.

In fact, it is also necessary to see how you discuss with this leader, and if you talk well, maybe it will be higher.

I don't think this is necessarily, maybe the internal salary adjustment is higher than the salary increase of job hopping.

Job hopping and salary increases are higher than internal salary adjustments, and most people's salary packages are only evaluated by the human resources department at market value on the day they join the company. In the years that followed, if you wanted to raise your salary, you had to follow the internal promotion channel of the company. If the company's salary increase cannot catch up with the first range of the market salary report for the same position, there will be a situation where the salary of job hopping is much higher than the internal salary adjustment.

The Paradox of Job Hopping: Why Is It Hard to Persuade Someone to Stay Once They Are Going to Job-Hopping? Because when they don't have the opportunity to change jobs, the employer has no incentive to improve their salary, and when they have a better opportunity, will they stay?

So the result is mostly a double loss, and rarely a double loss. This phenomenon also leads to a much lower proportion of salary increases within the company than job hopping, and most promotions are mainly through job hopping.

The company's position in the industry and the company's next strategy play an important role in the quantile value of the compensation strategy in the industry. For example, now the company is the second ladder in the industry, and if you want to support strategic development through the introduction of talents, you must spend a higher price to dig people from first-class companies, not necessarily how good and capable this person is in his first-class company, at least he has seen what a first-class company looks like, and he has seen a larger market and higher-level competition. The company paid for his experience.

There will also be a first-class company, not a first-class salary, because his platform and resources are there, which is enough to attract the people he wants with a second-rate salary. At the same time, do you remember the person who the second-tier company poached from him just now? He may have no room for development here, and the company has no reason to fire people, so let's use this way to carry out normal talent flow.

First of all, after graduation, you can work hard for 3 years in a reliable, slightly better platform company, and after the salary rises to a short-term bottleneck (such as to the supervisor level but cannot be promoted to the manager), you can change jobs and achieve a short-term increase of more than 50%. In short, job hopping cannot be frequent, nor can it always stay in a stable enterprise.

For job-hoppers, all the salaries of the original unit, five insurances and one housing fund, and welfare benefits, the small abacus in your heart has been silently converted into a number. Although the new unit has quoted a salary, the specific benefits and benefits are definitely not so certain, so generally speaking, there is no 30% salary increase and no motivation to change jobs. For example, your monthly salary in a state-owned enterprise is 9,000, the housing provident fund is 2,400 months, the unit has a canteen of 5 yuan per meal, the festival fee is a thousand each time, and the salary bonus at the end of the year is at least 2 months.

You might not move without 20,000. Again, there is a cost of adaptation and vacancy for job hopping, as well as the risk of the offer being lost, and you also need a certain amount of risk compensation.

The market-oriented flow of employees is very different from the market-oriented circulation of things like ** and ****, not that I can immediately get a salary that truly reflects the value of my personal life when I hang out my personal resume and find a job, but also by a series of factors such as information resources, recruitment, market environment, personal interview performance, interview company system design, etc., which is definitely not so idealized circulation. The salary level of a position in a certain industry can be roughly understood as a market decision, but when it comes to the individual, it depends on the ability to liquidate, and poor liquidity does not mean that the person is not worth the money. Some people think that a person has no chance to change jobs at present, which means that the treatment that this person is currently getting is reasonable, but they see that their current liquidity ability is not good, it does not mean that there is no value, and as soon as the window comes, they will leave immediately.

Changing jobs means a certain amount of risk, for engineers, they often have to relearn new skills and run in with new colleagues, and there may be some pitfalls in the new company that you can't see. So, generally speaking, adding 30% of the total income is a must, otherwise no one will change jobs. In fact, I personally strongly support technical personnel to change jobs more, because the company is often not very kind to "old" (3 years +) engineers, so when you feel that there has been no growth and progress in the past six months, and there has been no salary increase in the past one year, then jump.

I'll give you an example, I used to do Oracle in the company, I taught myself MySQL, and now the company has a position in MySQL, I want to transfer over, but the company is worried that I have no experience, so I have to recruit one from outside, and the result is that the level is actually about the same. It's really sad, what I can do alone, the company has to hire 2 people, because the company doesn't want to develop me, I have to change jobs. So, the workplace is really complicated, even if you have good performance and strong ability, the company may not let you play to the fullest, but may have to consider balance.

It just so happens that I completely belong to the type of person who relies on job hopping to get a raise. I have been in the industry for a long time, jumping around, there are only a few partners in the industry, and I have found that many people know each other when I change companies. Let's talk about the salary increase first, can you get a salary increase, yes, but after the insiders put it forward, the leader's idea is, why do you want 8k now for those who gave 5k to do it?

Isn't this about blackmail? Let's talk about changing units, people ask you how much, I say 9k, in fact, my position can create 12k value, then, I will go through the first interview, qualified to hire, no one loses. Why is it so difficult to adjust salaries?

It's very simple, you go to a noodle restaurant every day to eat noodles, it costs 5 yuan, and today you went to someone to sue you for a price increase, and you want 8 yuan, how do you feel? You don't feel good, turn around and go to eat noodles next door, and ask how much money is the noodles? People say 9 yuan a bowl, you sit down and eat it, and you will never go back.

For the employing department, the salary increase is relatively fixed, and if it exceeds this range, it is subject to special approval. And it is possible to approve one, and countless others stand up, so it is impossible to approve them all. If the boss is new, it is even more difficult to get a raise.

It's unlikely that they will help you get a raise before they get a grade. Is his position important or are you important? If you are an influential boss and your position is important, then it is the industry average to survive to death.

It's still different from when you change jobs, and the salary is still up to you. For the HR department, there is no big performance in retaining a person, and controlling labor costs is not their assessment index, but recruitment is indeed their assessment index and performance. So instead of ruining the company's order and causing a big deal about the salary increase, it is better to let people go and recruit another one.

This is more manageable.

Here's why a job hop and a salary increase will be higher than an internal salary increase:

When an employee decides to change jobs, they enter a competitive market between companies. This means that they can take advantage of the needs and competition of their competitors to fight for higher salaries. Companies often pay higher salaries to attract and retain top talent.

As a result, employees who change jobs are often able to receive a higher salary package at their new company.

By hopping on the hood, employees gain new skills, experience, and knowledge. This increases their market value and enables them to take on higher-level positions and more challenging jobs in their new jobs. As a result, new companies may be willing to offer higher salaries to employees with these new skills and experiences.

Employees may meet their special needs or pursuits by changing jobs, such as a better working environment, better benefits, and more room for development. To attract great talent, companies may be willing to offer higher salaries and benefits.

Over time, the market economy and inflation may lead to wage growth. Generally speaking, job hopping opportunities give employees a good opportunity to take advantage of market adjustments to increase their salaries, while internal salary adjustments may be limited by the company's internal salary adjustment strategy and budget.

It can be more expensive for companies to hire and train new employees than to raise salaries for existing employees. Therefore, in order to retain talent and avoid the loss of leaving, companies may be willing to give higher salaries to employees who change jobs.

Although job hopping is often higher than an internal salary increase, there are also advantages to an internal salary increase, such as employees can get more opportunities and development in a familiar environment, can continue to work with the team, and don't need to adapt to the culture and processes of the new company.

However, whether it's a job change or an internal salary adjustment, it's important that employees are able to rationally weigh their goals, needs, and the company's conditions, and ensure that the decisions they make are in line with their personal career and life goals.

Subject: The phenomenon described by your question is relatively common.

The specific reason should be: the boss of the original company should know your ability very well. Or maybe there are some reasons that make the boss of the original company misunderstand and steed about you, and the salary increase is only a part of the affirmation of your business ability. chain contains, and so on.

The boss of the company who changed jobs in the past doesn't know you at all, and only values your past performance, so the salary paid to you is very pure. This is part of the reason why "a job change and a salary increase will be higher than an internal salary increase".

The main reasons for the higher salary increase than the internal salary adjustment are as follows:

1.Market demand: Job hopping and salary increase reflect the demand in the talent market, according to the supply and demand relationship, when the demand is higher than the supply, the salary will be **. The internal salary adjustment is mainly affected by the company's internal human resource management and cost control, and often does not adjust too much.

2.Incentive effect: Job hopping and salary increase are usually to motivate employees to work aggressively and innovatively, attract and retain them with higher salaries, so as to promote the development of the enterprise. However, the incentive effect of internal salary adjustment is often not as obvious as that of job hopping and salary increase.

3.Value recognition: Changing jobs and raising salaries can reflect the value of employees in the market, and companies may offer higher salaries in order to retain good employees. And internal salary adjustments may not always fully reflect the value of employees in the market.

In general, the reason for the higher job change and salary increase compared with the internal salary increase is mainly due to the comprehensive impact of factors such as market demand, incentive effect and value recognition. In addition to the above reasons, there are also the following reasons that may lead to a higher salary increase than an internal salary increase

1.Competitive pressure: In the competition of modern enterprises, talent is a vital resource. Job-hopping and salary increases can be seen as one of the strategies of companies in the competition for talent, by offering higher salaries to attract and retain good employees in order to cope with the pressure from competitors.

3.Career development: Changing jobs and raising salaries can provide employees with a broader career development space and opportunities, and employees can improve their career ability and market value by changing jobs.

4.Corporate culture: Job-hopping and salary increase can be seen as a manifestation of corporate culture, which can express the importance and recognition of employees by giving them higher salaries, and at the same time enhance employees' sense of belonging and loyalty.

On the whole, the higher salary increase compared with the internal salary adjustment is due to the combined effect of a variety of factors. In specific cases, companies and employees need to make decisions based on their own circumstances and actual needs.