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Professional Development – The StrategyDriven Professional is Always Employable
Economic downturns worry employees at all levels of the organization. Whether an executive, manager, or individual contributor, marketplace uncertainty brings employment risk. As businesses retrench to protect precious resources while maintaining quality and productivity, every organization member is asked to do more with less, to work harder and longer than before. Consequently, frustrations run high and job satisfaction low. Yet these same professionals cling to their positions out of the fear of the unknown because it appears to them that, in the depressed market, no one is hiring.
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Additional Information
Information on how to develop and maintain a complete LinkedIn profile, as well as its benefits, are further discussed in the following StrategyDriven articles:
Nathan Ives is a StrategyDriven Principal, and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.
StrategyDriven Professionals continually seek to excel personally and professionally. As such, these top performers become the ‘go to’ person superiors rely on when difficult and/or critical tasks need to be completed; knowing they can rely on these individuals to get the job done right the first time. At times, however, these significant taskings diminish the professional’s ability to achieve his or her personal goals. Rather than revise the goals, managers taking the easy out nebulously promise to ‘take care’ of the professional during the performance review process. Reliance on such promises places the professional’s demonstrative achievement of personal goals and organizational value in peril and as well as his or her career advancement.
From time-to-time, managers ask subordinates to perform tasks beneficial to the company that do not directly contribution to the individual’s goal achievement. These managers often promise to deliver some benefit to the employee as compensation for the adverse impact of these activities. As a ‘team player,’ the professional may feel compelled to accept the boss’s offer and perform these tasks. When doing so, however, it is important for the professional to eliminate the risk of not receiving the promised benefits once the work is completed.
Fear and uncertainty… These two elements drive an individual to remain in a less than satisfying, sometimes degrading, and typically resented employment situation. While here in the United States no one can be truly forced to work, many face artificial employment restraints holding them to a position or a company.
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