That's a tricky one and the answer you get will depend on who you ask.
Some would say that the idea of a 'job for life' is now gone and that no job is ever stable - as evidenced by the fact that an entire team of 20+ people were let go! So, if companies have no loyalty to their employees, maybe there shouldn't be an expectation that the loyalty goes the other way round either? Others may disagree with this view.
I think it's important that you leave for valid reasons however and can justify these at an interview. Any prospective employer would probably be wary of someone who leaves on a whim for trivial reasons.
In any job search, it's a good idea not only to assess the role at hand but also the other potential roles in the organisation - e.g., is there scope for growth, advancement, new learnings, new types of roles, new developments. That way you're more likely to find a company you can enjoy a long tenure with - which is probably preferable to regularly being the 'new guy/gal' anyway, right?
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That's a tricky one and the answer you get will depend on who you ask.
Some would say that the idea of a 'job for life' is now gone and that no job is ever stable - as evidenced by the fact that an entire team of 20+ people were let go! So, if companies have no loyalty to their employees, maybe there shouldn't be an expectation that the loyalty goes the other way round either? Others may disagree with this view.
I think it's important that you leave for valid reasons however and can justify these at an interview. Any prospective employer would probably be wary of someone who leaves on a whim for trivial reasons.
In any job search, it's a good idea not only to assess the role at hand but also the other potential roles in the organisation - e.g., is there scope for growth, advancement, new learnings, new types of roles, new developments. That way you're more likely to find a company you can enjoy a long tenure with - which is probably preferable to regularly being the 'new guy/gal' anyway, right?