When the Economy Stalls the Progress You Were Promised
Q:
Dear Tammy,
I am at a crossroads in my career. In my early 30s, I have been a process engineer for the past 4 years and in my current role for almost 3. I have been able to stand out among my peers to the point that I have placed on myself a relatively strict 3 yrs “up or out” goal. After a little over 2 years at my current firm, I was approached for a promotion package with relocation and selection into a competitive leadership development program.
Then between the economic crisis and some major reorganization going on within the company…nothing. I had to call and call and call and found out that all relocations and positions were frozen. Now, I find myself in a new group with a new boss starting, it appears, from scratch.
The company has been nothing but good to me but I don’t see a clear “next step” in my career or at least it will take me starting over to get to where I was just a few months ago.
Recruiters have contacted me, I have gone on a few interviews to keep my options open and even in this economy a couple offers have come forth, but again, I really like this company and would like to stay. Also, is it too risky to start somewhere new if I have something relatively ‘stable’ right now?
Please offer some advice…Thank you very much.
Greg
A:
Dear Greg,
Unfortunately, I think the severity of the economic downturn caught everyone off-guard. I suspect the reason you had so much trouble finding out what was happening to your promised development opportunities was that no one really knew. The folks running the program were probably almost as disappointed as you, to find that their budgets were being frozen—and undoubtedly embarrassed to have to back-track on the things you’d been promised.
I think you’re being prudent to keep in touch with the external market—while, of course, working to succeed in your new role.
It’s very difficult to predict what will happen in your firm. On one hand, as business rebounds, I’d like to think that you’d be at the top of everyone’s list to get back onto the fast track. Unfortunately, corporate realities often don’t work that way. It’s entirely possible—in fact, from my experience, likely—that the game will be reset. In other words, when the leadership development program begins again (and I do think it will in some form), the selection of the participants will start with a clean slate, looking at those who have excelled during the recession. It’s essential that you continue to excel at your current company—and, it’s wise to keep your eyes open externally, as well.
Best wishes for continued success,
Tammy
Advice for Boomer Working with Gen Y’s
Q:
Any experience counseling Baby Boomer managers in how best to motivate Gen Y new hires? Seems threats of loss of responsibility, demotion, and even firing does little to “affect” behavior. Seems Gen Yers feel “jobs are a dime a dozen,” and “...if I can’t work the way I want, I can go down the street and find another job.”
I teach marketing at the MBA level and find that Gen Y students are savvy team members, seeking to join groups of Baby Boomers beause they can get Boomers to do most of the work (they slack off with feigned excuses about “not enough time,” or “confused as to what’s expected.” Any experience with this?
Steve
A:
Hi Steve,
Yes, I do a lot of work with managers and senior executives on how best to work with Gen Y’s. I agree that threats don’t work well with this generation.
My basic advice is to give them work that is both important and challenging—and let them figure out how to get it done. In other words, re importance, make sure they understand how the task they’ve been asked to accomplish contributes to the bigger picture. Don’t over-specify how to do the work; this generation doesn’t respond well to a 20-step process, with little room for variation. Tell them the end objective, and give them some flexibility to figure out the best way to get there, whenever possible. (I recognize, of course, that not all tasks allow this flexibility due to regulations, safety constraints, and so on.) I suspect the situations you’ve experienced, when Y’s try to shift their work to others, are indications that they’re finding the work boring and unchallenging.
There are several documents on my website that may be helpful to you. In addition, my book Retire Retirement, written to Boomers, includes advice on working with other generations in the workplace.
I hope this helps.
Warmly,
Tammy
The Importance of Positive Attitudes in the Workplace Today
Q:
I work as a manager for a rather large company. As the economy changes, the roles of our workers change, and the company program that worked before is no longer effective. As a result, the company is trying to change how it interacts with it’s associates. Unfortunately, much of the management staff is stuck in the “old way” of thinking, where associate engagement was not a big factor. I like to think that I’m in the new way of thinking. I’d like to know if you have any kind of specialized training on effective mentorship and associate engagement. I’ve read some of you work, and I believe that positive attitudes foster positive attitudes.
Joan
A:
Hi Joan—
I completely agree that employee engagement is very important today. And, yes, I have done a lot of work in this area. The essence of my work is perhaps best summarized as “Meaning is the New Money”—in other words, it’s important for companies to create a values-based environment. I explore these ideas in an HBR article called “What It Means to Work Here,” available at Harvard Business Review’s website.
I love your positive attitude! Best wishes,
Tammy
Boomers and Aging Parents
Q:
I just came from your presentation at Texas Wesleyan College this afternoon and enjoyed it very much.
But I would love to hear your take on how the Boomers are handling the enormous responsibity many have had to take on with aging parents, when they themselves are aging.
Linda
A:
Dear Linda,
Thanks very much for your note.
Caring for aging parents is a major responsibility for many Boomers, and a growing number of X’ers, today. The one optimistic note I can offer is that today’s longer life expectancies mean that Boomers are not aging quite as quickly as members of their parents’ generation did. As a result, happily, most Boomers still have the vitality required to handle this significant challenge.
Warm wishes,
Tammy
Perceptions of a Gap Year
Q:
Hello Tammy.
I recently stumbled upon your article regarding gap years in the midst of research for my career development seminar. I am taking time off after I graduate college in May and going to the Middle East where I will volunteer and afterward travel towards Asia. I am most likely going to apply to law school upon my return unless I experience a change of heart while away. I have heard mixed reviews regarding how graduate schools and companies view gap years. Some say that they are beneficial to a potential employee or student and others, I’ve heard, see a gap year as a lack of focus and dedication. What do you think is the more popular belief these days, especially during such rough economic times?
Daniel
A:
Hi Daniel,
I’m believe most graduate schools and companies see gap years as excellent ways to gain additional perspective and experience—and encourage them.
Enjoy your travels—and many wishes for future success.
Tammy
