People lose jobs for a wide variety of reasons. In a majority of cases it’s through no fault of their own.
Companies have layoffs. Some go out of business and close their doors. For a multitude of reasons, businesses continue to move jobs overseas. Automation and robots are replacing many manual jobs. Some of these circumstances are simply bad luck. There is nothing you can do to prevent them from happening.
That being said, I have also encountered individuals who have ignored the warning signs. They simply watched the inevitable happen without taking any steps to minimize the negative impact on their careers. Before you get blindsided with this kind of bad news, here are some preventive strategies you should consider with your current employer:
1. Don’t ignore the obvious.
My mother once told me that when I’m dating I should look at my potential wife with both eyes wide open, but once I got married I should close one eye and accept her for who she is because I can’t change her. This is good advice when choosing a spouse, but it’s not a good strategy when it comes to your employer.
Pay attention to the data that suggests the business is in trouble. Are sales declining? Are they replacing worn-out production equipment and keeping up with technology changes? Have you noticed that some of the best employees are leaving? Are your products becoming obsolete? I can’t tell you how many times I have heard people say, “I should have seen this coming.” If you were to give your current employer an annual physical, are they in good shape or do you see issues that suggest they’re not feeling well? Pay attention and act appropriately.
2. Are there opportunities for growth?
The term “glass ceiling” is typically associated with women being denied promotional opportunities, but this problem can apply to anyone who is stuck in their current job. If you have a clear image of your path for advancement and there are no opportunities for growth, then maybe it’s time to move on. Pay attention to the age of the people ahead of you in the hierarchy. What are the chances they will be leaving soon? (This might give you an opportunity to move up within the organization.) I’ve seen many competent professionals, who are otherwise pleased with their employer, leave because the people in front of them have no plans of retiring. If it will be at least 10 years before you have any chance to move up, will you wait or change?
3. Are you comfortable with the management culture?
The question isn’t whether the culture is good or bad, it’s a matter of determining if the culture is a good fit for you. If you don’t agree with management’s philosophy, than there’s a high likelihood your level of dissatisfaction will prevent you from performing at your best. If there are no other options and you’re unwilling to relocate, then stick with what you have and do the best you can. If you have high expectations, then you may need to make a move and join an environment that will allow you to excel.
4. Be a problem solver.
A large majority of employers do not have unions, and seniority is not the first criterion when determining who stays and who goes when there’s a layoff. The attitude that will put you at the top of the layoff list is “it’s not my job. They don’t pay me enough to solve those problems.” If our company is in trouble, we need people with a positive attitude and growth mindset. Rate yourself on a scale of 1 to 10. There’s always room for improvement.
The predictable economy we once enjoyed is gone. If you don’t manage your career options, someone else will do it for you. There will always be things we can’t control and that only highlights the need to pay attention and make a change before someone else makes that decision for you. You have the option to make things happen or watch things happen. Are you prepared for what’s coming?
Bill Kaminski is president of Stone Associates Training. He is an HR consultant with 35 years of experience in the employment field, teaching managers the art of hiring great employees. Bill is also an adjunct instructor at Keuka College. You can contact Bill with questions, suggestions or comments at www.bill@stoneassociatestraining.com.
