Through various organizations, I communicate with many employment professionals, recruiters and hiring managers who discuss their encounters with prospective employees. There are a number of common ideas that I want to share. Interviewers understand the pressures candidates face and are sympathetic. Nevertheless they have a job to do. So much depends on the so-called “soft factors” to complement the specific experience and accomplishment and it is these soft factors that can be the deal breaker.
In the past, I have written about preparation for the interview. Job seekers must understand no matter how good they consider themselves, candidates must take on a new or enhanced set of skills. As an interviewee, you must acquire those interviewing communication skills that will set you apart and create a comfort zone of confidence in the interviewer that this person is the right person for the job. The interviewer can only see what the candidate reveals. That means you have to respond to what they want to see. If you get that interview and position yourself as someone who has a record of accomplishment in the specific areas sought, and position yourself as well qualified with the human characteristics they value, you become a very viable candidate.
Since a candidate gets only one chance to make a good first impression, careful preparation must precede every interview. Preparation generally means five golden rules: Know the company with which you are interviewing; know the job requirements; know how your skills, experience and accomplishments fit the job requirements; know why you are uniquely qualified to fill the position; and know why this firm has unique qualities, values or culture that make it a particularly good fit for you.
Assuming you have all the necessary technical and experience qualification, there still remains the personal impression that is formed in the interviewers mind based on the interview. If there is doubt, chances diminish dramatically. Therefore, answers must be clear and crisp and as confident as possible. But what else should you do?
Review your resume, again. Showcase every example of flexibility and your ability to change direction. Carry that into the interview. Because of the pressures of the times, companies must be enormously flexible in responding to changes in their business, the economy, changing tastes, new technology and a host of other factors. As a result, employees must be willing and able to change direction to meet overall organization needs. It would not be an exaggeration to say that many employers are obsessed about not hiring rigid people.
Stick to one clear set of objectives when discussing opportunities with recruiters and hiring managers. Recruiters notice when candidates make radical changes in their job objectives such as switching from an individual contributor to a manager or switching target industries. Remember, if you have done your homework and prepared properly, your resume or a short phone interview has convinced someone to take a second look. Understand that what you presented got their interest, so stay with it. The fact is radical changes from one interview to another has to be explained convincingly to the screener. There is little patience for candidates that do not know what they want to do.
When responding to a posting make sure the cover letter responds to and corresponds with the specifics of that posting. Do not make the screener wonder why you are sending in your material. One approach is to actually list the key job requirements and respond 1 by 1 to each item. That builds confidence that you may actually be qualified for the position.
Make sure your time between jobs is filled with useful activities, such as consulting, part-time work or even volunteering. There is no question that there is a “stigma” attached to lengthy unemployment. But if that time has been filled with useful activities while doing the job search, especially activities that made some money, you have gone a long way in removing that stigma. Hiring managers take a dim view of candidates who take a long vacation between full-time employment.
Prepare your introductory story carefully. Hiring managers like to hear about past career choices and how those past experiences contributed to the choices candidates are now making. Have a solid explanation for why you picked a particular company or position. Never say “they made me an offer”.
I have said this before, and it bears repeating. Do not complain at the interview. Interviewers do not want to hear criticism of prior managers and stories about mistreatment by former companies. The prevailing view is people who dwell on mistreatment or attribute errant bosses to lack of success have trouble letting go. Not letting go is a fresh reminder of rigidity and inflexibility, a major turn off.
In the past I have addressed the issues of “digital dirt” and how cautious candidates must be in ensuring that their “cyber-reputations” are scrubbed clean. Hiring in the Internet age also means applicants can discover more about an organization and its employment history than hiring managers would like.
A recent article in the Chronicles of Higher Education pointed out that some education institutions have lost some control of the search process now that once-private information is available publicly to potential employees. An aggressive online search can uncover negatives that may keep qualified candidates from accepting interviews. This is also relevant to businesses and non-profits. Candidates seeking employment can now research organizations to an unprecedented depth finding a plethora of information that can raise concerns when submitting a resume or scheduling an interview.
The penchant for people to post comments on the web can reveal staff conflicts, company disarray, questionable dismissals, bad management judgment and a host of other issues. However, that fact that the information is posted on the Internet does not even mean that what is written is accurate or even truthful. However, it does mean that adverse information should be investigated, even carefully questioned in the interview if the nature of the information is both relevant and substantive. How the information is used is up to the interviewee. In addition, postings by disgruntled employees who were released for cause may be totally false.
It has become common for firms to use search engines to uncover information about applicants that hiring managers should not be surprised that their own names are being Googled by applicants. What can be discovered about a department or a company is often embarrassing to the company and a real turnoff to job seekers.
Another “red flag” could be the discovery that the same position has been posted many times within a very short period. That time of information bears investigation. Chat rooms on professional online networks could provide more detailed information.
Many Web sites contain outdated information that may be misleading to candidates. Employers in these tough economic times need to be even more devoted to maintaining an updated Web presence in order to attract experienced applicants. Even though the market is flooded with job seekers, the most desirable candidates are using the Internet to discern where they want to apply, and firms should strengthen their sites to attract the top candidates.
Some sites today end up raising more questions than answers. The problem for the aggressive applicant becomes knowing how to handle online discoveries. Do you raise the issue, point-blank, taking a chance that it may be offended and not hire you? And if so, when is the right time to do that? Should you mention it on the phone to save everyone the trouble, or wait for the in-person interview to spring your question on the hiring manager or HR?
As uncertainty in our economy increases, trade and business journals, blogs, career-related websites and a host of publications are filled with advice (mostly good) about how to survive a downturn.I am certainly doing my bit looking for and writing about tips and strategies.Much of it is from my own experience, but recruiters, HR professionals, my colleagues and others contribute to an ever expanding knowledge base that we all freely share.
The challenge for the career counselor is distilling this mountain of advice with clients in a way that provides good direction and has personal relevance that can lead to a plan of action.Generally, if the client is candid and most are, we can help.
Unfortunately, there is one area in which some clients tend to be less forthcoming.
That concerns personal motivation.Working with the client to develop the plan, the tools and the skills is necessary, but it is not sufficient.
Obviously, coming to a career counselor reflects a degree of motivation.Yet even after that commitment, and after building a good career or job search strategy, many hold back.Despite a solid plan, access to those tools and resources, strong encouragement and even economic necessity, some still hold back.
I have been thinking about this because an economic downturn creates more competition for fewer openings, necessitating an even greater commitment than in good times.Especially for those in industries particularly hard hit, where a career change is a strong option and vigorous action is essential, some pause, when they ought to be driving forward vigorously.
It is so very easy to get discouraged.I have two clients in real estate who work for different firms.Both have done very well over the years and seem to be equally qualified, talented and knowledgeable.One, Jack, is still doing well, but acknowledges the increasing difficulty in making quota.He is actively looking at alternatives.The other, Bill, is very depressed.For him business is a disaster and he has no idea what he should do.
When I suggested to Bill that he put together a plan of action that includes a variety of options, he hesitated.My advice is not welcomed, and he spends a lot of time worrying and complaining.To me, his problem is a lack of motivation.Bill is sure (he hopes) if he hangs on everything will turn around.
So as a counselor I am faced with a problem.I meet with these clients, arm them with all the key elements they need to succeed, and yet they have essentially given up.Fortunately, this is a relatively small number, but the circumstances of the times is creating additional pressure.Recruiters and HR managers echo this problem.Too many candidates for positions communicate an attitude of desperation, rather than the upbeat, optimistic enthusiasm critical to a successful interview.
In previous articles I have discussed this issue of personal motivation.Action does not necessarily translate into immediate success.When those with whom you meet understand the pressures, but see how you pursue goals with vigor and determination it can generate a mood of optimism and support.By the same token, when the effort is clearly not there, it is both obvious and depressing for you as well as those around you.
Reluctance to move forward can inevitably result in lost opportunities and procrastination should not be confused with planning.It is true that some are very deliberate, approaching a job search much as they would a work project.Careful planning, identifying resources, lengthy research and other steps may be normal and natural.Comparing that to people who have a more immediate and aggressive approach does not imply procrastination, as long as you set reasonable deadlines and meet those deadlines.
Even taking time off to think and get your inspiration back is fine.But let us be honest.We know our degree of motivation.We know the difference between planning and wasting time.
There is also no doubt when others are dictating your course of action or inaction, you are putting your worst foot forward.Only you have the information and background and motivation to communicate your professional, organizational and personal qualifications.No matter how well meaning others may be, they do not have the self-interest you have.The decision to move forward comes from within.It draws strength and direction from you and you alone.
A lack of motivation is often manifested in the hope that all will turn out well, so wait it out.In fact, that may happen.The problem is if there is no insurance policy that prepares for the worst, the worst may happen.That may be Bill’s fate as well.
A number of you have written to me about your job situation.It is not easy to remain optimistic, but there has been some emerging good news lately that provides some confidence.First, Massachusetts has continually ranked ahead of the averages in employment, and, believe it or not, some companies in this area have continued to hire.The banking industry is now strengthened and that should be helpful to small and emerging businesses.
The news in general is cautiously optimistic and even the number of new jobs coming across my desk is increasing as well as more encouraging comments by recruiters.This includes positions with the federal government.Job seekers should not forget to check out the US Government website
What this tells me is that for those of you have become discouraged over the past year, and have been less than totally committed to putting in the effort, now is the time to rev up your job search engines.To those of you who are just going through the motions of finding a position, it’s time for a little introspection, a dose of honesty and renewed determination.If you aren’t giving up, and really want to make an effort, now is the time.
First, make sure you really want to do what you want to do.Examine all your options to ensure that your renewed vigor is directed toward a goal for which you feel really comfortable.There is a real connection between personal values and job satisfaction.And I reminded my readers that these days, ensuring compatibility with an organization has top priority.If, in an interview, you are perceived to be someone whose values might clash or fit badly with the culture or organization, you are in the wrong interview.
Once the cobwebs are gone, the determination is back and the direction is set, start with your resume.The only point that bears repeating is be certain the resume reflects the best of who you are, rather than a list of old job responsibilities, with an emphasis on results.
Armed with the resume start organizing your job search.Create a strategy and establish goals and milestones.
Create a job search schedule, a series of job search related activities and stick to it.For example, you may want to send out a certain number of resumes and make a certain number of calls every day.Set the goal and do it.Look for new networking opportunities and pursue them religiously, again in a systematic way.The key is to organize and plan your activities in a reasonable, practical fashion and discipline yourself to follow the schedule diligently.At the same time, revisit your plan as it is unfolding, maintain some flexibility and reevaluate as you move forward.Experience teaches you can almost always get what you want, eventually, but often not in the way you want it.
Next, while it may not be timely or prudent to abandon your network, a network with which you may have gotten a bit too comfortable, it is time to make new friends, create new networks, build new relationships, build communities who can help you.Create buddy systems and join groups.Former colleagues, clients and customers should remain at the top of your list.We also live in a “joiner” society, where finding new connections is fairly easy.Use the social networking sites Linkedin, Plaxo, Ryze, Konnekt and others
One technique underutilized is the informational interview.
It is very difficult to find someone who hasn’t been in your shoes at one time or another.In my experience we live in a pretty decent community, filled with professionals and working people who understand the downside of change and are willing to help in a reasonable way.The point is many people are receptive to informational interviews and no one should be reluctant to call.You never know what opportunity may lie ahead, if not with the individual interviewed, then perhaps through their network.The fact is informational interviews can be remarkably effective in getting plugged back into the mainstream of your interest area.Remember, when networking or informational interviews don’t ask for a job.
Look for inexpensive seminars, forums, workshops and tutorials.Do not forget volunteer work.Seek out the subjects that are relevant to your search and look at these events as both learning and networking opportunities.These forums also force you to get dressed in business attire, meet a specific schedule, and through participation, create an interchange of ideas, just as you did when you were working.
Be a leader and be forward.There is a natural reluctance among many to approach strangers or be approachable by others.Some of this is natural shyness.For others there may be a fear of appearing too aggressive.My advice is: put those fears aside.The stakes for you and your family are enormous.
At all times you must be professional, but never hesitant.Ask questions at the seminars, volunteer to help create programs, join committees and offer your constructive opinion, even if it isn’t solicited.
Your creativity, assertiveness and willingness to take risks in imposing yourself on others, will ultimately lead to the interviews that will lead to the job.Don’t give up.The more you get “No”, the closer you get to “yes.”
Despite the difficulties of today’s job market the fact remains organizations are continuing to hire.In addition, recent government statistics show that college graduates still command the lowest unemployment rate among all demographics, although the number is still historically high.
So, the good news is that jobs are out there.The bad news is that except for a few specialties the opportunities are fewer, the competition is greater, and the locations may require a major move.And finally, that dream job may not be available at all, requiring significant compromise.In fact, even public service jobs, such as AmericaCorp, are massively oversubscribed with applicants.So what should a new grad do?
One option is an internship.I well understand that a realistic appraisal of personal or family economic conditions may preclude any alternative to finding a full time paid position.But for many, especially young people who can live at home and/or combine a part-time job with an internship, this may be a short-term viable option.
The advantages of an internship are substantial.An internship is a wonderful opportunity to work in an area that has relevance to your career aspirations.It is also a relatively low-risk way to really test your goals, especially if the internship offers some meaningful access to the organization and its challenges.In fact many internships do enable an ambitious graduate with clear career goals to test whether these goals make sense.It is not exactly the same as having real responsibility and being tested in the crucible of budgets, sales quotas, customer deadlines, profit and loss metrics, and project deadlines, but it does provide access to those who do.
An internship is an excellent way to become familiar with the business, cultural and work demands of a going enterprise.It provides an opportunity to start a network, a critical resource in the job search.An internship also enables access to resources for learning, particularly if the position is an assistant to a senior manager.
The search for an internship requires skills similar to the job search.They include:
Clearly articulating the type of internships most suitable to your career goals.
Researching those organizations that might be both a good fit and provide the right type of learning environment.
Identifying resources to help explore options, research opportunities, and examine alternatives.
Developing marketing material to promote yourself successfully such as a resume, cover letter and a portfolio
Building a strategy that points in the right direction with an action plan that supports those goals that include intensive networking.
Sharpening interviewing skills and learning how to prepare for that crucial interview with research, responding to those challenging questions, and creating that strong positive impression.
School and other resources can be invaluable such as the career services office, networking opportunities with staff, career fairs, company websites and, of course, family connections.
One underutilized, but highly effective tool is a well crafted portfolio of achievements, awards, letters of recommendation, notable events (sports, academic, volunteer work), hobbies and artifacts that represent the best of your accomplishments.
You can use it to highlight your work and academic experience in a way that helps both you and the interviewer follow your achievements as you have grown.When you create the portfolio, you have to take a very hard look at yourself and pull out all your accomplishments and attributes.
When you present yourself to prospective employers you start off with a blank slate.The challenge is presenting a positive, believable and accurate picture of yourself that has substance and credibility.A portfolio provides a comprehensive record of accomplishments and adds credibility.Many people never take the time to thoroughly examine themselves, but knowing who you are can help you establish yourself with an interviewer to achieve goals.In fact, you can learn a lot about yourself going through the exercise of gathering all the artifacts and information for the portfolio.
Portfolios are now being developed for cyberspace as well.
Some refer to these portfolios as personal websites or Career Web Portfolio.These portfolios are much simpler than the full portfolio, but still gives the job seeker a very powerful tool to get in front of the interviewer in a visual manner.
There is a popular misconception that the holiday season is an inappropriate time to go job hunting with prudence dictating that the job search be suspended until after the holidays.The holidays are just around the corner and if you are looking for a new position it can be an uncomfortable time of year, if you do not know how to handle it.However, it can be a great opportunity if handled well, as I discovered.
Two recent consulting reports questioned this view regarding taking the holidays off, so I decided to ask a few HR managers.What they told me was a surprise although quite logical.Unemployment may be rising, but companies are still hiring and recruiters are still recruiting.Although December is a month of holidays, it is still an excellent month to look for and find a job.
They told me that recruiter commissions increase as the year progresses.They receive more from their companies on contracts that close at the end of the year, so it makes sense for them to get their candidates hired in December rather than in January (I have no idea why).Many managers and internal recruiters feel pressure to hire now for budgetary reasons — they have the money now but future dollars are uncertainty.They don’t want to wait until next year to hire.In some cases, managers may have spent this year’s budget but know that as of January 1, they have more funds available.They want to make an offer that includes a January 2nd hire date.
It is also true that people tend to give notice just before the holidays, use their vacation time to get through the holidays, and then start their job hunt in January.This opens up additional opportunities.Executives and senior managers are often easier to reach and in a better mood during the holidays so may be more willing to speak with you informally.
The fact is networking is easier during the holidays.Here is a perfectly legitimate reason for connecting and re-connecting with all of the folks on your holiday list, and to use your contact list to meet new people.This is a great time to update them on what is happening with you both personally and professionally.Competition is reduced because so many job hunters drop out during the holidays, dramatically reducing your competition.
Finally, the main reason to keep your job search active during the holidays is staying active in December gives you a head start on all of the January openings.There is nothing more depressing than having to restart your job search from scratch after the New Year.
Attend as many holiday events as you can during the next five weeks.When else can you meet so many new people who can potentially contribute to your job search in such a short period of time? Anticipate the kind of questions you are likely to be asked at these events and develop a strategy for dealing with them.You want to appear relaxed, friendly, interesting and interested.
Draft a warm, personal holiday networking letter to everyone in your network.At this time of year people often expect you to be in touch so do not disappoint them.Include a seasonal greeting, a brief update on your job or career, your intention for the future, and a request for suggestions or referrals.
If you are planning to attend holiday events, and you should treat it them as serious networking.Since you get only one chance to make a first impression with new introductions, plan your networking as though it were an interview.Preparation generally means five golden rules:Know the group/company with which you are engaging; do some research into any openings; know how your skills, experience and accomplishments fit the organization; know why you are qualified; and know why this firm has unique qualities, values or culture that make it a particularly good fit for you.
Develop and rehearse a short pitch.Make it simple and interesting.It should invite questions and make people want to talk with you.Finally, skip the alcoholic beverages.If you appear out-of-control, you will be remembered for all the wrong reasons and will never be recommended for anything.
Do not put your job search on the back burner during the holidays.You never know who might show up at your next networking event. It could be a recruiter, the corporate executive you’ve been trying to meet, or the staffing manager at a local company.
As companies downsize, because of either internal difficulties or an economic downturn, it seems that older workers, who are usually more highly paid, bear the brunt.This is naturally very unsettling and I should know, because my husband lost his job at age 54 after 25 years with the same firm.This situation is unfortunately a fact of life and a reality in the workplace.Companies in trouble must reduce costs and years of loyal service no longer count as it once did.Management changes, buyouts, mergers as well as the economy seem to inevitably mean that for older workers it is first in, first out.
Jack Chapman, a career and employment guru, and a valued colleague, has taken a look at this situation and I felt that his thoughts might be helpful.
According to Jack, many firms are now concluding that a purge of older workers is often recognized as a big mistake.Years of loyal service also means years of valuable experience.While less expensive, inexperienced employees bring short term savings, the loss of industry experience frequently results in mistakes, sometimes serious mistakes.In addition, inexperienced employees may also miss business opportunities.As a result many companies are reevaluating their personnel policies and are beginning to adopt more enlightened policies.The extent to which this is happing is speculation, but the message is clear: do not give up.
A good first step on the job hunt concerns the importance of a comprehensive self assessment.In depth understanding of skills, values, interests and contributions represent an important foundation to moving forward.I well understand after years not having to look for work tends to dull the need for this type of introspection.Nevertheless, an honest self-evaluation, combined with a set of action, results oriented accomplishment stories is a good first step.People all too often discount the important contributions that have made a real difference.Many also tend to downplay their skills.A job search is no time for either.
Let me also suggest that older workers have hidden resources, a large network, insight into likely opportunities and communication skills.The fact is many of my older clients who have been downsized, have reconfigured their careers and taken full advantage of their savvy to successfully land solid positions.The main message is networking must be pursued with common sense and confidence.Simply handing out resumes will not do the trick.It is far more important to make a strong impression to gain visibility in your field and recognition for your talents and accomplishments.
Jack also points out the importance of an effective sales pitch.And there are some key points to consider.Younger people do have a tendency to move on more quickly.Therefore, it is important to emphasize the stability and longer term opportunity that you bring to a prospective employer.Emphasize the importance of industry knowledge, contacts in the field and ability to get up and running very quickly.Review your experience with solid examples of decisive responses to crisis (all older workers have a few). Demonstrate with concrete examples how you made a difference and how that type of commitment can be valuable to a new employer.
Make a realistic appraisal of your value in the marketplace.That means it is equally important to neither under value nor over value what you offer.Humility wins no points and if you low ball your worth in an effort to gain the position, be assured that the hiring manager will low ball your worth as well.Acceptance of the idea of pay below market suggests a loss of confidence with all the attendant impact on the ego and a willingness to make a sacrifice before being challenged to do so.It is naïve to believe that an employer will offer a market rate if you deliver a message that says money is not important or suggest that salary is negotiable below the market rate prior to an offer.Research salary levels, find a realistic value and stand up for your true worth.Remember, if you find the right employer who values your experience and needs your maturity, they will offer a fair rate.
Finally, don’t get discouraged.Think about when you were starting out.For many of us we started out with no job, no experience, often with few prospects, a lot of hope and not much money, and for some, with serious personal responsibilities.Jack advises:be persistent, educate employers about the value of your experience and play your cards intelligently.
In the last few articles I have discussed elements of our current economic situation and counseled preparation and action, even as a defensive measure.
More than ever I believe that a prudent job insurance policy involves preparation for the worst.This week I would like to summarize some of those qualities and actions I believe are essential to a plan.
This assumes that you have taken the time and trouble to research targets, have a clear idea where you want to go, and have created a plan that logically builds on your values, skills and ambitions.In these pages I have repeated the importance of establishing a clear direction.Even if that means a lengthy exploratory search, in the end establishing that proper direction will bring enormous benefits in saved time, effort and frustration.
Ignoring the network is common with people who are working.We all know building a network as a component of the job hunt is essential.I also know it can become tiresome.Nevertheless, many do not understand that job hunters who consciously build long term relationships while looking for immediate leads are valuable to organizations.Despite short term economic risks, successful growing companies are always on the prowl for talent. Employees are encouraged to get involved outside their organization.That means a large active network could decrease the time between jobs because a prospect with a large network is just more valuable.
Equally important is self-esteem.I used to be amazed at how so many job seekers devalue themselves.They minimize their contributions to their employers and often view their skills too modestly.Everyone worries about competence, but many do not take the time to adequately value themselves.As a result, they present themselves in a manner that devalues them.The key is not to exhibit too much self-esteem, not too little.
Rather, get in touch with who you are and feel confident about your accomplishments.Project the right amount of self-esteem.That means do not take an interviews or negotiate when you are feeling out of control or desperate.Reschedule, put someone on hold, take a deep breath.Even do this on the job.However, I believe that the best lesson is learning how to project self-esteem rather than wait until you feel empowered.We all must be ready to seize opportunities.
Focus your energy on the task at hand.Whether on a job search or at work fact is people, especially recruiters, respect those who want to “get on with it” rather than have to deal with people who communicate too much humility or are pessimistic and dispirited.Of course this is also true in the job.In a competitive environment, especially when cost cutting is in the offing, focused energy toward meaningful goals and positive results can be crucial in gaining that competitive edge in a downturn.
One of my biggest challenges is working with people who are too preoccupied with discussions about the economy, the country and life in general.That degree of negativism is a killer in any job search.Turning attention like a laser back on to the client is essential to getting back on track.I try to explain that no company is interested in importing pessimism when a positive “can do” attitude is often the difference between success and failure in the organization.Clients understand, but for many it is not easy.
Every job search requires follow up, relentless follow up.This is a key question to anyone who claims they can not find anything.There is the perception that following up too aggressively can turn off prospective employers.To some extent that is true.But the fact is too much weight is given to this.And, I believe that is too often just an excuse for doing nothing.One key failing of most job hunters is they do not follow up often enough or long enough.If you have value to offer and you offer that value in a professional, polite, yet persistent manner, that assertiveness will be frequently appreciated.
Occasionally, a job hunter will tell me that they often feel exploited at interviews.The interviewer seems too anxious to ask complex questions regarding company problems, and the candidate feels used.My view is that attitude is totally misplaced.The interviewer may be simply testing the job hunters approach, reasoning skills or other factor.The fact is answering complex questions openly and honestly is not going to solve the company’s problems.But, a carefully reasoned response where you can demonstrate a value proposition, creative problem solving, and forward thinking offered thoughtfully and constructively, might land you a job.
It is a never-ending saga as each day another firm announces a buyout, a downsizing, a reorganization.With new accounting rules, companies are often forced to re-examine and restate earnings, trouble for any organization.Competitive pressures force organizations to continually evaluate strategy and adjust accordingly.On top of that, the question of management ethics keeps raising its ugly head.
Even when there are no public issues, private problems can proliferate.Management conflict, demands for better results, cost challenges and a host of problems seem to be far more the norm than in the past.You know there are problems because the grapevine is working overtime, your boss jumps when the phone rings, new restrictive policies are announced, a hiring freeze is instituted, in fact, it never seems to end.
The fact is even though your patch of the world may be efficient and productive and you may be quite sure your work is appreciated, you cannot be over confident.In these types of situations there is no place to run or to hide.But, if you are alert to the fact that change is in the air, there are some strategies you can adopt that, at least, increase the odds you will survive.
The first and most important piece of advice is: get on with your work, even try to increase your productivity and maintain a confident optimistic attitude (even though you would like to scream). порно бабы бесплатно секс с секретаршей
It is a sad fact of corporate life that in times of turmoil managers tend to look for bodies to throw to the lions, even when no official downsizing is taken place.This “survival of the fittest” can take some nasty turns.Employees wasting too much time swapping rumors, burning the email and looking outside for jobs via the Internet (which companies can now monitor) can become easy targets in a crisis.
Also be cautious about soliciting information from others.You never know who is entirely trustworthy when the group is on the edge of a crisis.
You should move closer to your boss.When things get tough, expectations can change quickly so establish even better communications.You want your boss to know what you are doing, and if there is a new direction, you want to know so you can adjust.Being visible with supervision can also allay suspicion that you are job hunting, checking the grapevine or otherwise improperly engaged.
This column has long preached the importance of being positive and this is an especially important time for a confident attitude.Managers must respond to crisis with an upbeat, make it happen type of outlook.Let people see your confidence and optimism.One problem with organization turmoil is the lack of real information and lots of fear, many times totally unfounded.Some confidence and optimism will go a long way in calming the situation, ease some of the tension among your co-workers and gain appreciation from your boss, who undoubtedly needs some support in keeping operations moving forward.
As the situation gets hotter, it is always a good idea to keep your name out of the grapevine, except if you have some successes to share at every level.Sharing speculations with others is not a good idea.Unfortunately, too high a profile in tough times can lead to disaster. That is even true when you want to support someone, your boss, for example.The best stance is simply refuse to be part of the gossip circuit.It is a tragic fact of corporate life that performance is only one of the criteria considered during downsizing.And, in many cases performance may not even be an issue.
As a leader you will get dragged into the turmoil, make yourself a source of comfort and empathy.Let people know you are sympathetic to their concerns, even though you don’t have any real answers.The point is establish yourself as someone who absorbs the discontent, rather than one who inflames the situation with more rumors and speculation.Your managers will appreciate this and you will be credited with good leadership capabilities.
Be realistic.Depending on the situation, assuming you will survive may not be realistic.The controlling agent in a layoff may be someone who has no clue as to who you are and how well you perform.Sometimes firms draw up a set of criteria and manage layoff decisions through a committee.That could mean that some of the intangibles that make you successful receive little or no consideration.
Or the situation may be such that your projects, your skills and your knowledge, as well as that of your peers, may no longer fit the company.That may mean if you are seriously concerned about your job, you should consider raising your visibility outside, but carefully.
Finally, keep your eyes open.Focusing on your job should not prevent you from monitoring what is going on throughout the organization.In fact, there may be new opportunities you may miss by being too focused on surviving.In summary, keep all options open.
In previous articles I discussed how the dynamics of our economic system presents enormous challenges in coping with change as we move forward professionally.At the same time I pointed out some simple steps job changers can take to begin coping with change, and I noted that we all possess significant capabilities that are transferable.However, I was focusing on those whose job situation made some sort of change imperative, and those whose personal situation dictated career change as an important option for consideration.
I have suggested the notion idea we are all independent contractors.We must adopt a dynamic and active career planning process, keeping resumes up to date, continuing to network and keeping current with your company and industry.I acknowledge this approach is somewhat defensive.But, I am certain, from all that I hear from clients, human resource professionals, recruiters and my colleagues, that change that borders on continuous turmoil in our work lives will be the norm well into the future.
It is both unproductive and dangerous to live in a constant fear of losing your job.Whatever we do must be approached with hope and confidence.Optimism is critical.However, it is always advisable to consider alternative just in case.That is why we buy insurance.In fact, my belief in the importance of a continuous focus on career planning, even when things are going well, is a kind of insurance.
Therefore, taking a hard look at a career change, even when things are going well, should be on the table.
It is easy to lose sight of some important factors about change.Each of us looks at our own lives through our own eyes with our own reality.It is very difficult to acknowledge other realities, influenced by forces well beyond our control.Perhaps if circumstances were different, each of us would be in a different place, have a different career, and pursue different goals.In other words, if the reality of our circumstance were different, we would also be different.
It is important to remember that we do have a lot of control over our own reality, even as we are buffeted by external events.We can’t control those events, but we can respond, if we have the will.More importantly, in a dynamic environment such as ours, many of us must.
The fact is new opportunities constantly emerge.To take advantage of these new opportunities we have to create a mindset that encompasses a new reality, with openness and flexibility.That is, we need to think about and consider and be open to possibilities that would be rejected in another era.
Many who have changed do so successfully, with new economic opportunities, new commitment and enthusiasm, or even just a more acceptable lifestyle.In some cases additional training was necessary to complete the transition.But experience is very applicable and readily transferable in a myriad of endeavors.An extraordinary amount of technical, organizational, planning, finance, management and other experience is readily transferable. девчонки 18 лет
More importantly career change does not have to be a downsizing of our lives.On the contrary, employers are highly receptive to new thinking from people whose experience in other fields can add value.Organizations benefit from the new perspectives, new skills and the breadth of experience that industry changers bring to a new position.In fact, some studies suggest that a significant number of job changers actually move into totally new industries when they change jobs.Whatever the number, it is more common than readily recognized and changing careers or developing a succession plan over a lifetime must be an important component of the career mix.A career change has led many to new and fulfilling professional lives, a wonderful breath of fresh air.
It is critical to objectively assess your job and career situation.The near term situation may be fine.Nevertheless, career planning should include a hard look at a potential career change.
A total skills inventory of self assessment is a good first step.It is important to understand what you have to offer, not only work experience, but any relevant experience outside of work such as leadership posts in local organizations, responsibility for funds, organizing and planning activities and any other relevant activities.
Match those skills with interests and values and how those values and how working style can fit an industry or job.Then start looking around.Be open to new possibilities, and make the career change option a permanent part of your career and succession planning.
