To Plan or Not to Plan
Some people plan their lives to the last detail and may be disappointed when not every piece falls into place. Others view long range planning as a futile activity, suitable only for those who cannot cope with the unexpected twists and turns of life. Somewhere in between is reality, which is where life and career planning begin.
When or if outplacement happens to you, will you be prepared to move ahead, or do you belong to the latter group of individuals described above and expect to weather a job loss as you would a change in the forecast?
Think how radically your life would change (or has already changed) if you were given notice today that your job and paycheck ends in three months, or six weeks or less! You don’t need a reminder about ongoing monthly expenses you have to meet – mortgage, rent, food, utilities, auto, insurance, essential clothing for growing children, college, etc. But there will be new expenses, too, like health insurance, job search costs or a business start-up investment until you become reestablished.
Stealth Stress
If the thought of losing your job is so scary you can’t think about it, think again. You need to be positioned for the worst case, even if it never happens to you. Job insecurity, fear of job loss and experiencing job loss are some of the most debilitating and destructive causes of stress today.
When an employee sees others in the organization losing their jobs, it’s a common reaction to see oneself in the same situation. Doing nothing about the possibility of job loss except sweeping it under the rug allows stress to build with no outlet. Even if you never experience downsizing, don’t set yourself up to endure many working years under the stress of uncertainty. One of the most common responses of downsized employees is, “I saw it happening all around me, but I never thought it would happen to me. My boss didn’t give me a clue. I had very good performance reviews …”
Manage Change (or it will manage you)
One of the greatest barriers to implementing a career strategy while still on the job is the feeling that planning your next professional step may be any act of disloyalty to your current employer. This is a fallacy, of course, considering that many employers are offering their employees ways to retrain and manage their careers to become more productive and to be prepared for changes in the work environment. Even if you stay with the same firm for many years, your professional development is a benefit to both you and your employer. If, on the other hand, you decide to accept a new position at another organization as a result of your career planning, remember that you are replaceable and organizations grow from fresh ideas generated by new employees.
If you find your current job fulfilling and have a career path, stay on track and continue to grow with the projects you’ve been assigned. This is also an ideal time to put a career plan to work because you are motivated and confident about your marketability. Periodically, you should take time to record your significant accomplishments and keep a file (both electronic and hard copy) of your best work and awards for future reference. Whether or not you are actively seeking another position, you should consider interviewing when the opportunity is presented. Getting information from other employers about jobs similar to yours helps you pinpoint developmental needs you may have.
Being complacent in today’s job market is a risky position to take. Things may work out, or they may not …
Guest Expert:
Judy Jerrild (B.A. Fairfield University, M.B.A. University of Connecticut) currently a Human Resources consultant in the CT/NYC/Westchester area, believes in taking charge of the basics to identify and promote professional talent and using tried and true management, Internet research, resource development, network-building, coaching and communications skills to create new approaches to career and work issues. She recruits in HR, Marketing, Finance, Accounting, Sales and IT. Her consulting work has focused on project management and communications for corporate clients, including Time Inc., McGraw-Hill, The Guardian, ING Investment Management, Brink’s Inc., Standard & Poor’s and Philips Electronics. Judy has three sons in college and completed two New York City Marathons, activities which have much in common with successful career management. Email your thoughts and issues on careers and business to judyjerrild@optonline.net.
