Climbing the profession ladder after which sneaking out the window?


Not hiring this ambitious job candidate because you think he or she is more likely to quit for a better opportunity would be a misjudgment.

If you are a manager and you give your ambitious employees the opportunity to take on challenging projects or roles and give them room to grow and advance, they will stay with you.

Imagine you are an HR manager for a moment. In Walks is a young job candidate who doesn’t have much work experience but has good references, a strong educational background and a pleasant and eager attitude. And then these words come out: “very ambitious” and “eager to climb the ladder and take on more responsibility”. At that point, certain managers will mentally cross that candidate off the list, and that’s understandable: a young, ambitious job seeker may not stay there long and just jump to the next big chance or opportunity. While this may be the case in some cases, research from shows that hiring managers may have more reason to worry when it comes to job applicants who lack ambition.

Analyzing data from 801 people who took the sales probability test, researchers at PsychTests singled out two distinct groups: those who are very ambitious and those who are not. They then rated the reasons that might prompt each group to quit a job—a total of 19 motives. Interestingly, the ambitious group had a higher likelihood of leaving the company for 11 of the 19 reasons for turnover.

THE UNambitious group was more likely to quit than the ambitious group for the following reasons:

> 23% of the Ambitious group said they could quit if they didn’t like the tasks they were working on, compared to 12% of the Ambitious.

> 31% might quit if faced with ethical conflicts (e.g., making decisions that go against their morals/principles), compared to 26% in the ambitious group.

> 17% might quit if they disagree with certain company policies such as dress code, conflicts of interest, or dating co-workers (compared to 7% of the Ambitious group).

> 32% might quit if they lack work-life balance and often have to work overtime or bring work home (compared to 19% of the ambitious group).

> 24% might quit for practical reasons (e.g. long commute), compared to 19% of the ambitious group.

> 13% might quit when they have disagreements with their teammates, compared to 9% in the ambitious group.

> 26% would quit if they had a disagreement with their manager, compared to 17% in the ambitious group.

> 25% might quit because of “office politics” versus 18% of the ambitious group.

> 37% might quit if faced with bullying or bullying, compared to 27% of the Ambitious group.

> 33% would quit if a better job opportunity came along, compared to 26% in the ambitious group.

> 12% would quit if the company is financially or generally not doing well, compared to 10% in the Ambitious group.


> 32% of the Ambitious group said they could quit if they felt they were being treated unfairly, and an almost equal proportion of the Ambitious group agreed (31%).

> 20% would quit if they felt they were no longer needed, compared to 14% of the unambitious group.

> 21% would quit if their manager was a micromanager, and 20% of the unambitious group would do the same.

> 20% could quit their job to start their own business, compared to 10% of the unambitious group.

> 30% might quit if there is no room for growth or advancement, compared to 11% of the unambitious group.

> 22% of the Ambitious group might quit if they felt underpaid or underpaid, and the Ambitious group was not far behind at 21%.

> Ambitious and non-ambitious people (27%) would quit equally if they experience sexual harassment or if they feel bored and not sufficiently challenged by their work (21%).

“In most cases, the decision to quit is not easy. Majority of people will consider many factors such as: B. the economic climate, the ease of finding another job and the financial impact of being unemployed, at least for a short time,” explains Dr. Ilona Jerabek, President of PsychTests. “They will also try to resolve an issue, such as speaking to HR, their manager, or requesting a transfer to another department, before making the decision to leave the company. For people reading these stats and thinking, “Why would only 27% of the ambitious group leave if they were being bullied or psychologically harassed?” It’s all due to these factors. Most people realize they have other options and that quitting isn’t always their only option.”

“Obviously there are certain instances where quitting is understandable, if not necessary. For example, if your work creates a moral dilemma, then it makes sense for you to quit, and 31% of the ambitious group would make the same decision. However, this reason points to a lack of job fit, and it is so important that people choose a job that aligns with their values. These results also tell us that if you are a manager and give your ambitious employees the opportunity to take on challenging projects or roles and give them room to grow and advance, they will stay with you. However, this depends on treating them fairly and having a strong policy against abusive behavior in the workplace, which, frankly, should be common practice in all companies. Bottom line, it’s a big misconception not to hire someone because they’re ambitious — and instead pick someone who’s more smug because you think they’re more likely to stay put. And that kind of thinking can cost you a really good employee.”

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About PsychTests AIM Inc.

PsychTests AIM Inc. originally appeared on the internet scene in 1996. Since its inception, it has grown to become a preeminent provider of psychological assessment products and services to human resources professionals, therapists and trainers, academics, researchers and a host of other professionals around the world. The staff at PsychTests AIM Inc. is a dedicated team of psychologists, test developers, researchers, statisticians, authors and artificial intelligence experts (see

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