In the present-day economic situation, the survival of many business enterprises and companies depends on their effectiveness, innovation and ability to change. Although such a dynamic environment creates new opportunities, it may also generate an atmosphere of uncertainty for the employees. Nowadays, there is a constant flow of technological development and digital innovations, which often poses the threat of staff’s redundancy. When the company decides to invest in technological innovations and, at the same time, to reduce the number of employees, how not to end up among a few unlucky ones who will lose their jobs?
Instead of going through the sleepless nights and stressful workdays, guessing about your chances to retain the job, you may look at the check-list below and make a good reality check of your situation, considering, if necessary, a number of potential adjustments.
A list of questions you could ask yourself if unsure about your chances to retain the job:
1. Sometimes I or my behaviour create conflicting situations at the work floor.
2. Sometimes I let myself make ironic or even sarcastic remarks about my colleagues.
3. I expect the company to create a positive environment and working climate for me.
If you want to assess your own level of self-awareness, you can get the opportunity to do this test.
4. Sometimes it feels like I am not in tune with my manager.
5. Sometimes I am tempted to suggest new rules for the running of the company without being asked to do so.
It is essential for any employee to build up and maintain positive relations not only with colleagues but also with managers and executives. This is not a big secret that employees who do not get along well with their bosses have greater chances to lose their job.
6. Sometimes I feel being insufficiently productive or efficient.
7. I am not always or entirely interested in the goals and objectives of my company.
8. I am not always motivated to contribute to the company’s agenda or to respect my meetings’ schedule.
An employee, whose performance indicators are below the expected levels, who is inclined to cancel meetings or who systematically runs behind the agreed timetable, can’t really expect to be offered a long-term job contract.
9. How would I assess the level of my involvement in the working rhythm of my company on the scale from 0 to 10?
10. I am not always 100%-focused on my project. Sometimes I try to find whatever excuses to do something else.
11. I am not sure whether my project is central and vital for the functioning of the entire company.
12. I am not sure about the added value of my work.
13. Sometimes I wonder whether the company can easily do without me and my input.
Friendly and respectful relations with colleagues and bosses, positive attitude to work and the company’s daily routine are the perfect prerequisites of the long-lasting job offer. Yet, there is one more important component of the equation, namely the content of the work itself. A friendly and polite employees who spend more time chatting to the colleagues than doing their direct job is not always a great asset to the company (unless this person works at the HR or another role, where it is their direct function). From time to time, we are all doomed to do some tedious or insignificant tasks. This is not a problem as long as these tasks contribute to the bigger project. The alarm should go off, if these are the only tasks an employee performs day after day.
Potential stagnation and imprisonment by boring projects with uncertain added value can be resolved by creative initiative and professional growth. You may want to have a look at the last set of questions.
14. I systematically invest in the development of my hard and soft skills; in my professional and personal growth.
15. I regularly update myself on the company’s development plans as well as on the innovations in the relevant business spheres.
16. I would attend a training course even if it is not paid by my company.
17. I often take initiatives in searching for new and existing training opportunities?
Even someone who has received a high-quality education and possesses key qualities, expertise and experiences in the relevant professional area, needs to consider further regular training upgrades. They are useful in many respects. First of all, It is a way to learn new skills and update existing knowledge on the latest tools, programs and developments. Secondly, such a person shows to the managers how seriously they take their job. The major benefit of such training, however, is a personal one. Updated portfolio and resume are the proper way to keep the track of professional successes and to be ready for any expected or unexpected job offer or promotion.
Now it is time to assess the answers. If your answers to the first 13 questions are negative, the chances for you to lose your job are small. Only the last four questions (14-17) require positive answers, reinforcing your overall potential and fit for your job. Even if the worst happens, you can be certain that with your attitudes and skills you’ll quickly find a new one. Employers typically value positive, committed and non-conflictive candidates!
What if your answers to one or more of the first 13 questions are positive? Look at your answers again. Is there any room for change and improvement? Maybe you have come across some issues, you have never thought about before or have never considered them of being important or relevant? Look at the last four questions (14-17). Ask yourself, what can I do today, what hard or soft skills can I develop to be more successful? An opinion of others helps. If in doubt, ask your close friend or colleague. Discuss with them the points that may bother you or skills you could pay attention to. Friendly advice can be crucial! And then just do it.
If you are interested to discover how your state of mind affects productivity, join my online course and make a difference in your career and life.
“All the world’s a stage,
And all the men and women merely players…”
(W. Shakespeare, As You Like It)
We believe that each and every one of us is not only a leading actor but first and foremost a writer of our own destiny. Overwhelmed by life events, we may unintentionally forget that we are the sole playwrights of our own lives. We may even unwittingly drop or lose the thread of our unfolding life story. Then, we start questioning ourselves and let others do the writing for us. Doesn’t this happen to all of us occasionally? The best thing we can do is to resume the leadership as soon as we can: only we should write the play of our life!
With the renewed confidence and new skills, we design new perspectives. Coaching and training are the best instruments we use to achieve this goal.