In the workplace, it is very common for relatively capable leaders to change jobs. However, different types of leaders may choose different methods when changing jobs, and most leaders are very reluctant to take away their original subordinates when they change jobs. Why is this?
1. Not bringing along former subordinates is a kind of professionalism
For many senior leaders, their job hopping will affect the normal operation of the unit to a certain extent. If they take away some of their former subordinates, it will cause more problems for the unit. It is very unethical and taboo in the workplace to cause a big loss. After all, you will have to look up but not look down again in the future.
Therefore, for the sake of better career development, it is also a good professional quality to choose someone to change jobs and leave.
2. The new company has not yet established itself
When you were at your old employer, as a senior executive, you were able to do things smoothly and be a good person. That was because you had stayed there long enough and knew the corporate culture well, and even The unspoken rules are all clear. Now that you want to find a new owner, corporate culture is the first hurdle you have to face. When many people move to a new position, their subordinates talk disdainfully behind their backs and know nothing. It will be even more difficult to lead another subordinate.
3. Influence on the development of the original subordinates
When a person moves to a new place, no matter how strong his ability is, if he does not immediately establish a foothold and takes the original subordinates with him, there is no way to ensure that the other party is given fair treatment, and it may even affect the development of the subordinates. If the other party develops better, it would be better for them not to take them.
4. Take unknown risks
When senior leaders change jobs, if they choose to take away their confidants, they will bear great risks and responsibilities. On the one hand, if there is no way to control the other party well, there may be some legal risks, such as leaking the secrets of the original unit, etc. On the other hand, you must shoulder certain responsibilities for the development of the other party, and sometimes you may not get the understanding of the other party. , this is asking for trouble, so it is also the best choice for a person to change jobs and leave alone.
5. Restrictions on personal development
Senior leaders change jobs simply because they want better development space and better remuneration. If they take their original subordinates with them, they may not be able to show off their talents better. This kind of restriction will have a great impact. Personal career development.
6. Damage to personal relationships
When a person can achieve high-level leadership, it means that the original unit is very kind to him, and he may also have a certain sense of gratitude. In this case, it is okay not to take people away. Avoid the embarrassment caused by meeting in the future.
In the workplace, everyone has their own job-hopping. Regardless of whether you choose to take away your former subordinate, you must have a correct attitude. You are leaving for better development, and you must not harm the interests of others. Only in this way can you gain the respect of others.
Last month, a friend of mine was leaving his company.
He has become the director of that company and is considered a senior leader, managing three business departments below. This time I changed jobs because I was headhunted to work as a professional manager (general manager) in another company.
I thought that with his position and resources, it was normal for him to change jobs and take a few capable subordinates with him. However, he told me during dinner that he would just jump by himself and not take his original subordinates with him.
saw that I was a little confused, so he gave me the following reasons.
1. There are many variables in a new environment, and I am unwilling to take risks with my trusted subordinates.
A friend said that the entire big industry he was in was not particularly prosperous in 2019, especially the company he worked for before, which lacked change and innovation in recent years. , the management gradually became turbulent, and for the sake of personal development, he considered changing jobs.
Although the new company he joined is more energetic, it was established not long ago and is not large in scale. The style of the company boss has not yet been fully understood.
If you change jobs and bring your trusted former subordinates with you, if you cannot adapt to the environment there, won't you hurt your partners?
He said that after working for so many years, he had some financial ability, but his subordinates did not have such strong financial ability to resist risks.
Once they change jobs and suddenly face unemployment again, the burden on many people and their families will be heavier.
Therefore, based on these possible economic risks, he decided to change jobs alone. If he really wanted to bring his former capable subordinates with him, he would have to establish himself before he could think about it.
2. Have a "tacit understanding" with the original company to reduce the negative effects of changing jobs.
A friend told me that when I changed jobs this time, the resistance from the original company was also very high.
Their chairman repeatedly persuaded him to stay and promised a salary increase.
But in the eyes of my friend, it is not all about money. He still wants to get to a higher level in his career, which is something that the company management cannot directly satisfy him. Since
could not be retained, their chairman repeatedly hoped that he would consider the stability of the company's personnel team when he changed jobs. After all, he is in charge of three departments. If he makes a move, if all the backbones of these three departments are poached, it will be a loss that the company cannot bear.
My friend is also a sensible person and knows what the chairman is worried about. Although he did not make any public commitments, he also responded to the chairman and would take care of the company's concerns.
He also did the same in action. Before leaving his job, he also talked to the key members of the team below one by one, saying that his resignation was purely for the sake of career development and that it was not a big problem with the company. He asked them not to worry about it. guess.
So from when he proposed to resign to when he changed jobs, it turned out that the relationship between the company and him was still friendly, and there was no unpleasantness between the two parties.
3. Some subordinates’ current career development is not suitable for job-hopping
A friend said that there are indeed some outstanding talents among the original subordinates.
But not everyone of these talents is suitable to follow him to change jobs.
The reason is mainly due to their personal career development plans:
First, the new company where my friend is going to change jobs was established not long ago, the organizational structure is relatively flat, and there are not many developable positions for the original subordinates.
For example, a business department manager he used to manage was very capable and was considered the best apprentice he had ever brought out. But the department manager wanted to follow him to a new company, and there was no similar position available to him. This was obviously not conducive to his personal career development, so my friend also stopped thinking about it in the short term.
Second, some subordinates are responsible for important projects at hand. From the perspective of personal professional training, it is impossible to suddenly suspend these projects and change jobs.
The several business departments that my friend originally managed were all departments responsible for the company's major projects. However, at the time of my friend's job change, many projects have not yet been completed. Not taking them to change jobs is not only to be responsible for the original company, but also to give subordinates complete project training opportunities.
