Posts Tagged ‘Job Security’


The other day, while conducting a mock interview workshop, I asked the interviewee what compensation he was looking for. He proceeded to say that he needed at least six figures because he has two kids in college and alimony payments in addition to his mortgage payments. Now you might think that this is a reasonable approach, to determine what your obligations are and therefore what you need to earn.

However, your obligations have no relevancy to the company or to the value you bring to an organization. The reality is that whatever projects, processes and tasks you do for a company need to contribute to either the growth of revenue, the reduction of costs or the mitigation of risk. If your work is not helping the company in any of these areas, it is hard for a company to justify paying your salary. Therefore it is essential for you to understand how your work in impacting your organization.

In an earlier blog I wrote about 10 Tips to Optimize Your Career Security. This is the fourth instalment, Tracking Your Success. If you have followed the first tip and ask the right questions, you will understand how your projects and tasks fit into the needs and goals of your company. Once you understand this, establish Key Performance Indexes (KPI’s) relevant for your tasks and projects to measure your growth and performance. These can be in the area of time saved, improved efficiencies, improved productivity, and improved quality. You can then measure your performance against when you took over a position, or show year to year improvement.

Renowned management thought leader Peter Drucker is often quoted as saying that “you can’t manage what you can’t measure.” What this means that you can’t know whether or not you are successful unless success is defined and tracked.  With a clearly established metric for success, you can quantify progress and adjust your process to produce the desired outcome.  Without clear objectives, you’re stuck in a constant state of going through the motions

Not only do these measurements help your organization to understand your success, but it also helps you to understand your value. When you are able to articulate your success through quantified accomplishments, you demonstrate that you are aware of how your role impacts an organization, and that you are not just going through the motions, but striving for the success of the company you work for. You are no longer a commodity for the company, but a solution for their problems and a resource for their opportunities.

This blog is written by Greg Johnson of Above The Rim Executive Coaching

Gold Bars Image courtesy of ponsulak / FreeDigitalPhotos.net

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A few weeks ago, I wrote a blog on 10 steps to optimize your career security. This is the second installment in elaborating on the 10 steps. It may seem like a no brainer that, in order to increase your career security, you really need to master your role. Unfortunately, the culture in most of corporate America fosters an attitude of doing things the easy and convenient way rather than doing the best way. In most cases, if a person performs at 70% or 80%, their compensation will be no different than if they perform at 100%. Furthermore, people feel they don’t have the time to really take the steps to fully master their role. People get into a pattern of punching the clock, trudging through the daily grind, with the goal of getting through the day. We end up just going through the motions.

The problem is two-fold. First is that productivity for the company really suffers. Secondly, and from a personal career perspective, more importantly, this type of work philosophy validates the company’s view that employees are nothing more than commodities, and when it is time to cut costs, the employee gets the boot.

In order to truly master your role, you need to understand what part it plays in helping the organization achieve its mission and goals. If you have taken the time to ask questions as discussed in the first installment, you will have a greater understanding of how you are contributing to the bottom line of the company.

Additionally,industries and technologies are constantly changing. Are you staying on top of the advances? You need to be constantly seeking ways to increase your knowledge. Ways meet this demand will be addressed in a future blog.

Finally you need to be constantly looking for ways to improve performance and quality. Too often employees are not motivated to make these improvements because it takes too much work, and it is easier to just go with the status quo. Again this is where complacency sets in, and also furthers the employer’s view that you are just a commodity.

* Three Business Men by Kosta Kostov

In my most recent blog, I discussed 10 practices that will optimize your job security. Today, I want to elaborate on the first practice; Ask questions and be an active listener. Are you asking the right questions on the job? The biggest challenge I see for people who are looking for a new job is that they cannot identify the value of what they have been doing in their career. A vast majority of professionals view their job in terms of the process or tasks they do on a regular basis. The problem is that this just reinforces the fact that you are a commodity in the eyes of the employer. What you have to keep in mind is that in order for you earn a salary, you need to:

  1. Help the company generate more revenue than the cost of employing you
  2. Help the company save more costs than the cost of employing you
  3. Help the company mitigate more risks than the cost of employing you

If you do this, there should NEVER be a reason for your position to be eliminated in a cost reducing restructuring. Unfortunately most people when asked to identify and quantify their accomplishments, they just say that they do not have that information. If you are an IT manager, and you develop and implement a system for the company, what are the results of your work, and what is the return on the company’s investment? Just because you have done a project or task, does that mean you have done it successfully? How do you then define the success? In order to really understand this you need to ask questions about the purpose of the task, process or project you are working on.

In our career, we need to be extremely proactive in asking questions. These questions can include some of the following:

  1. What is the purpose of what I am doing?
  2. How does it fit into the achievement of the company mission?
  3. How does it impact the performance of others?
  4. What are the measurable metrics before you start?
  5. What are the measurable metrics after you finish?
  6. What is the cost of your project, task or process?

You should be talking not only to your supervisor, but talk to the stake holders in the project or tasks you are working on. Make sure you understand the objective and what they are looking to achieve from your work. Understand how it will impact their job. Talk to team members in other departments, and learn how your work impacts them? By taking these steps, not only will you better understand the value you deliver, but people you work with will also understand the value you bring.

One of the biggest concerns of people have today is job security. While it is the new normal that job security doesn’t exist, the good news is we can significantly improve our career security. Too many professionals let their career happen to them. They put their nose to the grindstone and assume their work will be noticed, appreciated and rewarded. Unfortunately, this is not the case. Unless you strategically and purposefully take action, your work is taken for granted, and when the powers that be decide they need to reduce costs, you are restructured out of a position.

It is extremely important to understand that the key to your next promotion or your next job opportunity is not the skill and experience you have (although this is important), nor who you know, but who knows you and what is their perception of your professional capabilities and subject matter expertise. Most people go through their career with only a very small handful of people that have an idea of their value and subject matter expertise. So how can you build and spread your reputation?

    1. Understand the purpose of your tasks and projects.
    2. Understand how your role impacts the success of the company and others in the company.
    3. Understand how other’s roles impact your success.
  1. Master your role.
  2. Track results of projects and tasks.
  3. Communicate.
  4. Look what you can do outside and above your job description.
  5. Take on board or committee positions in professional associations.
  6. Network both inside and outside the company.
  7. Continuously improve skills, knowledge and certification.
  8. Mentoring.
  9. Succession Planning.

I will be writing on each of these over the next while and would love to have your feedback on your thoughts of how these and others impact your career management.

Blog by Greg Johnson | Above The Rim Executive Coaching

LinkedIn is one of the most powerful Career Management tools business professionals can tap into to maximize the achievement of their objectives. LinkedIn has recently rolled out a new feature that is a great way to facilitate this and to enhance your online brand. Like all Social media, LinkedIn requires two key philosophies. First is Pay-It-Forward, and the second is “Think It Through”. A little bit of thought, and the desire to pay it forward will take you a long way. Keeping this in mind will help you use the brand new Skills & Endorsements tool to take your LinkedIn engagement to the next level. In order to help you do this, I have developed the following EZ steps.

  1. Add Skills to your profile: Click “More” on the top of the LinkedIn menu than select Skill & Expertise. Add the skills that relate to your profession that you are recognized for and that you use regularly on the job. LinkedIn allows you to choose up to 50. Choose as many as apply.
  2. If you already have some skills listed, go to the edit profile mode and click to add more skills
  3. After you add skills, you can click the skill to specify your level of proficiency as well as the number of years you have been utilizing the skill.
  4. Endorse Others: Now pay it forward. Go to the profile of contacts you want to endorse. A box opens up with some suggested skills to endorse. Eliminate skills you are not able to endorse, and add skills you want to endorse. Then click the endorse button
  5. Take an additional couple of minutes to scroll down to their skills section and review their skills. Click all the skills that make sense for you to endorse based on your knowledge of the individual.

Don’t just select the skills suggested by LinkedIn, endorse and move on. Unfortunately, even if you are trying to help the person out, the message that you are giving is that you are not putting thought into what you are doing. This will hurt your reputation, and people will assume if you are “lazy” on LinkedIn, you will be lazy in other parts of your profession. Take some time to do it right, the ROI on the time spent will come back much higher.

This blog is by Greg Johnson

 

Over the past several years, the news has been filled with huge layoffs by companies trying to cut costs. Is this a strategy that really helps a company? Every day, in the course of networking, I have the opportunity to talk with, not only people who are in transition because of cost cutting efforts, but also I have opportunity to talk with people “left behind” after the cost cutting. The story is so often the same. Significant resources of knowledge and skills have left the company, leaving those left behind swimming against a rip current. The more they struggle to make up for lost resources, the further fall behind on objectives. They are asked to do more and more, all with decreasing efficiencies and effectiveness. Managers are looking to leave the company because they no longer have the assets in place to meet the demands for the company to succeed.

In a corporate environment, every person in the company, through the tasks and projects they work on, needs to contribute in a way that they are helping the company do one of three things:

  1. Help the company generate revenue
  2. Help the company reduce costs
  3. Help the company mitigate risks

If an employee is not doing this to a degree greater than their annual cost, it really doesn’t make sense for the company to be paying them. The company should not wait for a crisis to let go of underperforming employees. Typically, companies expect to cost savings or revenue generation 3 to 5 times the cost of the employee. If the employee is achieving this success, it NEVER makes sense to cut the employee to save costs.

Does your company understand the true value brought by your employees? Is your company costing itself more by trying to reduce employee costs?

Last week I discussed the best way to get around the salary question for online applications is to stop relying on online applications and pursue the hidden job market. This makes sense not only to get around the salary question, and the general road block of HR, but also because 80% of the truly open jobs are in the hidden job market. Before we go any further, what is the hidden job market? It is not that the jobs are buried somewhere hidden. It is any opportunity that is not currently posted on the job boards. This can consist of jobs that are in the still in the internal candidate search process, jobs that are in the process of being defined, or opportunities to solve problems that have yet to be identified in a job description. Your success in this depends on a purposeful strategy with a clearly defined goal of where you want to go. In the words of Yogi Berra:

“You’ve got to be very careful if you don’t know where you are going, because you might not get there.”

Start off creating a list of Target Companies based, not on jobs posted, but on your passions and interests. While not all companies have job openings, all companies have problems. In order to differentiate yourself from the masses of job seekers, you need to position yourself as a solution, not a job seeker. In order to position yourself as a solution you need to know the problems and headaches of your target companies. In order to understand the problems, you need to research your target companies. Finally in order to research your target companies, you need to have target companies.

Once you have your list of target companies, begin your research, identifying their strengths, weaknesses, opportunities and threats. You can find a few resources here.

From here you are in a position to produce industry wide special reports which are great keys to get you in the door for information meetings. Use these as a launch-pad for a social media campaign to establish your reputation as a thought leader and subject matter expert in your particular niche. Simultaneously, you need to network network network. This doesn’t mean just attend a ton of networking event collecting business cards to put on your desk. Strategically and purposefully engage in professional organizations taking positions on committees and boards, so that you can work on a professional level with influential people in your target industry. For your success in the hidden job market, it is not necessarily what you know, or even what you know, but who knows you, and what their perception is of you that will maximize your career opportunities.

How are you strategically researching your target companies and spreading your reputation as a subject matter expert or thought leader in your particular niche?

A common theme of my blogs as well as workshops is that companies, for the most part view employees and prospective employees as liabilities instead of assets, or commodities instead of equity that bring additional value to the company. The other day I was talking with a client about the many types of experiences and skills that she possesses. It hit me that these were like the many facets of a valuable diamond, and each contribute to the value of her diamond. So rather than being viewed as coal that just gets burned up and consumed by a company, demonstrate your value and make yourself the diamond that brings equity to the company. What are you doing to know, understand and be able to articulate your many aspects that create significant value for your employer or prospective employer? Target companies that can leverage your facets to solve their most pressing issues and gain advantage over the competition. Remember, you are the diamond bringing value, not coal to be burned and consumed by the company.

Are you in transition? Are you considering a Career Change? Are you trying to determine the path for your career? How do you find the right job? Can you afford to “choose” the right job?

Many professionals choose jobs that come to them, rather than proactively managing their career and working their ideal jobs. Too many job seekers focus primarily on the tasks that they perform and take jobs that are not a good fit for them in other areas. When looking at opportunities, there are so many areas that impact you’re your job satisfaction as well as job performance. Does the job provide the growth opportunities you are seeking? Does the company culture and position fit your personality? If the answer to these questions meets your needs, your performance and ultimately job security will be positively impacted. If not, they will be negatively impacted.

How can you focus your job search so that you target the right opportunities? There are several things you can do to help understand the direction you need to go in.

  1. Take a personality test such as Meyers-Briggs or Jung Typology test to understand your personality type and the environments and roles which you thrive.
  2. Evaluate your motivated skills to determine what you want and need to use to achieve job satisfaction.
  3. Evaluate your core values of what you are looking for in your career.
  4. Evaluate past positions and determine circumstances that made your job great or not so great.

Using these factors to build a matrix that allows you to measure where each potential job ranks in terms of meeting your needs will allow you to more clearly focus your search to land your next career position that will maximize your growth and security.

The other day, I had the opportunity to speak to the Future Business Leaders of America at Cal-State Fullerton. During the question and answer session, one of the members asked, given the current lack of job security in corporate American, what can they do to create their own career security? As you have read in previous posts, I strongly believe that your success is not always determined by what you know, or even who you know, but who knows you. In other words, in the typical course of a career, you develop a reputation as a professional and subject matter expert among a small number of colleagues at the companies you work for, as well as possibly a few customers or vendors that you work with. However the circle that your reputation spreads to is very limited. One of the most effective ways to increase the reach of your professional reputation across an industry or function is via professional associations. However, I am not talking about just being a member and going to some networking events. I am talking about getting on committees, boards or working on projects for the association and even speaking at meetings on particular subjects of which you have expertise. This will allow others outside your normal circle of influence to get to know your professional thought process as well as how well you work with others. Active involvement in these capacities gives you opportunities to achieve accomplishments for the organization and also will provide you a platform of visibility. Then as you strategically plan your career advancement, you will have more advocates and a stronger network to help you reach your goals.