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talent
retention
team building
newsletter
(please see Request Form
at the end for permission to copy content)
Issue #4...
(please see Request Form
at the end for
permission to copy
content)
During our team building work with client
organizations, we've compiled a collection of barriers that we see creating
enormous stress for individuals, blocking performance in teams, and robbing
organizations of productivity.
Each month, one of these barriers will be addressed in
our newsletter.
We'll include some suggestions for breakthrough
thinking to give you ideas for
how you might begin busting through these
barriers.
" It’s a
dog-eat-dog workplace … no one cares about my career."
“They throw you into the deep end and you
either sink or swim. No one wants to teach you anything here.”
“I’m replaceable. If I were to mysteriously
disappear tomorrow morning,
they’d have someone at my desk by the end of the
lunch hour.”
“I mastered this job years ago. There’s nothing
new to learn.”
Organizations know that they
stand to gain when they invest in their people.
It’s been said that a job is
what you make of it. In most organizations that has never been truer than it is
today.
Organizations recognize that
in a knowledge-based economy their greatest assets are not hardware or bricks
and mortar … but people.
You can take advantage of the
prevailing economy by asking for opportunities to learn and grow in your job.
You might have to keep asking, but chances are good that your continued requests
will meet with success. This is especially true if you can indicate what you
would like to learn, and link that with a benefit to the organization.
Learning can take place in a
variety of ways. It isn’t limited to a set course in a classroom. For example,
you could suggest to your manager that you would like to be mentored -- taken
under the wing of a more senior person who could bring you into a new circle of
activities. Explain what benefits you see accruing from this, and what precise
activities would help you learn new things.
If you find your job has lost
its appeal to you, take responsibility for thinking of some realistic actions
and activities that would rekindle your interest. Then present your ideas to
management as a career plan … not an
ultimatum. This may include training, working
on a special project, or developing ideas to enrich some aspect of your current
work to make it more challenging. Always have at least three
career paths worked out in case you hit a
real roadblock and need to shift gears quickly.
The fact is, most
organizations do care about the people in their employ and would much rather see
them happy and productive. If you can identify what you need to further your
career and then link that with the interests of the organization, you have a
case to make to your team leader.
You have the right to be
“mentally engaged” on the job. But no one will know if you are challenged by
your work, or what new challenges you need, unless you let them know. No matter
how good even the best managers are, none are mind readers.
Change has changed. As hard as this may be to hear,
no one owes you anything ... not your boss, not the organization you are
currently working for ... no one. We are all pretty much on our own when
in comes to managing our careers. If you do have a supportive boss right
now who takes the time to coach and help you with your career, consider yourself
blessed. And take advantage of, and appreciate, everything they do for
you. Next time, you probably won't be so lucky.
Remember: No one will
ever care as much about your career as you do.
Information Request Form
For more
detail, or to order this talent retention team building tool, let us know how to contact you.
Your contact information will never be released to any organization,
for any reason.
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