Watch your current Employer’s productivity and profits as if you were an investor. If your company is performing well financially, there is less potential for a Reduction In Force (RIF) or Lay-off. However, if your company is underperforming, examine why your company’s performance is off.
If your company previously was a profitable company, what has changed?
Do you feel the company leadership is underperforming as Leaders – not all leaders perform equally well. Are first line Managers engaged with their teams, or simply biding their time in a safe position? How are your products or services performing? Why are sales dropping?
Your First Responsibility Is To Yourself and Your Family
People tend to leave Managers, not necessarily Companies. If your Manager lacks motivation or the ability to motivate their team in a positive direction, and you define yourself as a Positive, Motivated person, it is time to begin to search for a new position.
If you love your company, but not your Manager’s Leadership, look for appropriate positions inside your company first.
Caution – hopefully you performed at a high level despite your manager’s lack of example and leadership. If not, why would ANY Manager inside or outside your company hire you? And if You are underperforming, YOU need to fix that immediately! The employ/lay-off crosshairs are already on your back, you may not be aware because you are not engaged enough to notice. This responsibility belongs solely to you. We all have worked with someone who underperformed – and were happy they left.
Let us assume that you are a Top Performer. Where in your company are there other groups of Top Performers? Generally, Top Performing Managers recruit the Top Talent for their direct reports. Have you spoken with those managers, and asked if they had an opening that you could fill in their organization? If they said that your experience does not match what they need in a member of their team, ask them what you would need to do to be considered as a candidate? Then acquire that experience or knowledge.
If You Survived A Company Lay-off Recently, What’s Next?
Look at who was laid off. Were they employees who should have been laid off because they were not performing? Then, your company may be measuring employee performance and productivity correctly. General Electric, under Jack Welch, had a practice of laying off the bottom five percent of employees on an annual basis. Why keep underperforming employees?
However, if your company laid off Top Performers, especially Top Performers who are in Sales, it is time for you to pay attention. Sadly, only the employees who are cut in the first one or two layoffs receive career transition assistance and/or severance pay.
Put Your Career Search In High Gear!
My second book, Employee 5.0 Secrets Of A Successful Job Search In The New World Order (Available on Amazon), coaches professionals to Take Charge of Your Career. Always keep your search on simmer so you are prepared to immediately kick it into high gear.
If your organization’s revenues have dropped, ask yourself, “Why have our sales dropped?” If your employer is a public company, listen to their company earnings calls to possibly better understand why Leadership is positioning the drop in revenues. Were they expecting the drop in earnings? How is your company’s stock price performing? If their explanation does not match your experience, it is time to leave the company – fast!
Do not jump from the frying pan into the fire. Conduct a Career search and network with people that you worked with at past companies. If you graduated recently, call your college/university and speak with Career Services and Alumni offices to see if they may help you network with other Alumni.
You can do this!
Networking is the best practice to find a new career! I wrote my books to duplicate my efforts to assist you in your search. My expert experience as both a Recruiter and Career Coach gives me a perspective few professionals have. My Salary Negotiation script solves that pain point for most career seekers. To accelerate your #Jobsearch, please immediately click on this link to my recent book, Employee 5.0: Secrets Of A Successful Job Search In The New World Order – http://amzn.to/2D9w39f My book contains the 12 Steps to find a new career in a nice, orderly fashion that follows your sales process. According to a newspaper review, “It is refreshing to find an author who speaks With you and not At you!” It also has the stories of people who did well – and some who did not. You may learn from both sides.
Coming in January 2022, my third book on Finding A New Career – Expect Success! The Science Of The Over 50 Career Search! If you would like to buy a copy before its release, contact me at Bill@RecruiterGuy.com.
If you feel the need for professional Career Coaching, my business has 3 different packages. I work closely with Professionals in all three packages. The primary difference is the time and personal requirements.
My Talent Attraction business model is to work with one company at a time and charge a flat monthly fee. This enables me to become part of a company’s team for short or long periods. Therefore, I know what is going on behind the curtain that candidates and authors outside of my field cannot see.
I am here to help you further each week. Feel free to click on Follow US and Share at the bottom of our blog.
See you on Fridays!
Bill Humbert is available for Speaking, Talent Attraction Consulting, Career Transition Consulting, and Training contracts.
©1999-2021 B. Humbert – Provocative Thinking Consulting, Inc. –
USA 01-435-714-4425 Bill@RecruiterGuy.com
Content is licensed CC-BY-ND (Creative Commons Attribution-No Derivatives 4.0) The right to reprint is hereby granted if the copyright notice and contact information remain with the article.