Saturday, August 31, 2013

How to create job security

Hello Friends,

I wrote two blog post related to same in the past. One was : Why you need to upgrade your qualification and another using linkedin to get job.

Let me clarify on this post too that the entire article of this post is not mine. However, I liked it and found worth to be shared. During my work experience as human resources I have come across several such experiences and let me share few of them.

1. An experience of a Human Resources head : Well, job security does not exist when you assume that you are in the safest job. This human resources individual actually evolved, developed and grew with the organisation and its human resources department. This fellow never thought that he/ she need to loose the job. The top management of the organisation changed and the management was handed by the next generation of the same family. This HR head had a very close and cordial relationship with the chairman of the organisation. However, the CEO of the organisation did not like it. Without any reason, the top management asked this HR head to leave the organisation. The HR head was shattered, surprised and was in complete shock.

2. This is case of another head of the materials department. I was connected directly or indirectly. Knowledge wise, overall trait wise this individual was very good and consistent on past performance however, the management was not clear in its want and tuning did not happen. Suddenly, one day the management handed him pink slip. He did not say anything but he went with the bitter experience from that organisation. Love or hate this us HR job and every HR professional need to handle this.

3. Third is the case of an IT professional. He was from an IT background, was technically sound. Soon after joining he realised that his reporting head, the vice president of IT department is a technically weak person, crooked and fooling organisation for years. This fellow could now now down to his crook head and by internal politics, he was handed pink slip. Fortunately he is well placed in a very good organisation. After a year or two, management realised that the IT head is indeed capable and kicked him out. Definitely organisation paid heavy price due to his inconpetency but it was too late to realise.

4. The fourt example is of a head of the accounts, finance and operations. He is one of the very close friend to mine and in the past I took decision on his hiring alobgwitu the management and my selection was not wrong. He performed well in the organisation, helped organisation to get several refund, restricted the finance and accounts department and even management was completely satisfied with his performance. He left the organisation for better prospects and joined an MNC. I must have mentioned this in one of my past blogposts. There, he found that new hired CEO has something wrong in.his background including the lie about his past organisation. He handed over background screening task to me. I found that the CEO's past organisation was not in existence at all and he had been asked to go ftom past to past of the organisation. But, this crook fellow played his gane and almost for 6 months my this friend, who is well competent for the job and with high integrity was asked to go.

5. The fifth case is of a senior HR person in one of the fortune 500 MNC. This fellow got promotion just 3 months back and this person was amongst very few from.thousands from the organisation. She was asked by the top management to go. Reason : somebody close to the top management asked his daughter should be placed and it had vested interest too.

In all of the above cases, people were competent, well deserving, performer and with the integrity but they were asked to without any mistake. This shows that job security is nowhere.

In this blog post, I am not trying to spread negativity. There are many organisation who.never believe to terminate its employees even they are not performing as per the expectations but career does not come with any guarantee and I have seen many times in my career (of course I never come across such experience for myself as I always got the most democratic bosses and the organisation ). However one need to be very careful and always need to create a backup plan for self. They need to always keep their eyes and ear open and need to build network of trustworthy people. Every organisation need bail out sometime in their life so the individual. Every organisation need to have disaster management plan so the individual too.
Let me also clarify that through this blog post I am not advocating to change too many job so frequently. Everything should be done with a proper Cate, justification and with the logical reasoning. Through this blogpost I am just asking people to be cautious and be prepared for any kind of uncertainty.

Worried About Getting Fired? Here’s How To Create Your Own Job Security

by Alan Collins

When Marissa Mayer (pictured left) left Google and joined Yahoo as the new CEO, she did something significant.

Shortly after she took over, she fired the VP of HR, David Windley.

Following him out the door was his #2 HR exec, Talent Acquisition Leader Grant Bassett.

Why did she do this?

Because she could.

That’s what you do when you’re the new leader and the stock price is in the toilet.

And your biggest competitor (Google) is kicking your butt.

And everyone says your culture is all screwed up.

You make massive change.

And that includes overhauling and shaking up the HR shop.

For a company with 12,000 employees, she took control of Yahoo’s culture and personally injected herself into recruiting new talent from day one.

Whether or not these were the right HR moves to make was NOT the point.

The point is she whacked one of our colleagues in HR and made other changes that affected the careers of others in Yahoo’s HR function.

Now, what does this have to do with you and your  career?


It’s yet another public reminder of what you already know…

Job security is non-existent. And that any security you have, you must create for yourself.


By embracing and following some basic unwritten rules – none of which should be shocking.

Rule #1: Realize that you must always be looking. You’re always one new boss away from being on the street.
Please note that this means not that you should change job frequently rather it means you should keep your eyes and ear open.
You are always one re-organization away from getting your hat handed to you.

You are just one job elimination away from being pink slipped.

If your company is in trouble, your risk of getting whacked from your job increase every single day your firm’s s financial results continue to disappoint. Risk is more for people in support functions as still, particularly in India support function like HR, Admin, Finance etc are considered non productive department and first job cut happens here.

That’s just today’s brutal reality.

It doesn’t matter if you’re an awesome  professional.

Great EXPERIENCED people — from new managers to experienced head of the departments— get canned every day, often for reasons beyond their control. See few examples I have written above.

So, even if you already have a great  job, if you don’t have a plan for getting your next gig all lined up, right here, right now, at this very moment, then you’re an idiot.

If you go to work tomorrow morning unprepared to leave that afternoon, then you have your head in the sand. Always be mindful of the possibility that today could be your final day at your company.

You can be fairly sure that your current  job is probably not your last.

But, of course, you know all this already.

Rule #2: Understand that loyalty is for your family. Many companies try to foster a family environment to create loyalty to the organization.

And, it would be great if this loyalty were truly a two-way street and was sustainable.

But it isn’t.

And, you and I both know it can’t be, if organizations want to continue to be competitive.

Like Yahoo, some support function jobs are removed in an instant, without notice, if the company concludes that that role (or person) doesn’t enhance the P&L — even though that family member was loyal.

Again, whether you or I agree with the principle of this really doesn’t matter.

What matters is that it happens, and YOU shouldn’t let things get to that point.

By being too loyal to your company, you wind up being disloyal to those who matter most –your immediate family.

Yes, I know. This isn’t anything new.

Rule #3: Have your resume ready to go at all times. Some HR people let their resume or their LinkedIn profile get woefully out of date when they’re not looking for a job.

That’s nuts.

Your LinkedIn profile and your resume are your marketing tools.

You never know who will come across them (or want them) and you don’t want to miss a great opportunity.

Most savvy recruiters do keyword searches on LinkedIn long before cold calling candidates or spending a dime on anything else.

So you want to easily make yourself found –just in case.

If you’re not looking for work, you can let people know that AFTER they’ve contacted you.

But make yourself contact-able. If you’re not sure how, here are some suggestions here.

Rule #4: Relentlessly grow your WORK area competencies. Keep your HR skills up to date.

Attend seminars, conferences and workshops. Like MTHRG, Thane HR etc.

Benchmark best practices.

Accept work assignments that stretch you.

Get coaching.

Build your leadership capability.

Embrace NEW technology innovations and stay on the leading edge of our profession.

Don’t become a dinosaur…you know what happened to them.

Rule #5: Never stop building your army of supporters. The best employment security you can create for yourself is having a thriving network of contacts, admirers, supporters and advocates.

These are folks who can speak up favorably for you and refer you to new opportunities…should you find yourself on the street in a hurry.

This means that the absolute worst thing you can possibly do is to get too busy doing your  job that you neglect to build relationships outside of your current organization.

Adopt a rule to never let a day pass without doing something to grow or enhance your network, no matter how busy and back-logged you are with work.

Take people to lunch. Put on your calendar coffees, dinners, after-work and networking events. Follow the strategies I’ve outlined in this article.

It’s 90% likely that your next job will come through your relationships you’ve built.

Again, I know none of this is new to you.

But every time you hear of situations like at Yahoo, it doesn’t hurt to remind yourself that only YOU can create your own job security.

No one else can.

But, of course, you knew that already.

Didn’t you.

Feel free to add your comments

© Copyright 2012 Alan Collins.

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