Yesterday, while I was reading one of John Maxwell books which he co-authored with Jim Dornan, I saw a quote that caught my attention and immediately I knew I had to write on it. I decided to write on it so I can share some perspective with my friends out there who might need this insight in the midst of current economic realities.
In a bid to respond to recent economic challenges, I have seen companies do what we call "right-sizing". Right-sizing is what companies do to restructure their business by cutting cost or reducing the workforce but the intention is to get the Company moulded in a way to achieve maximum profit (businessdictionary).
The Cambridge dictionary sees it as the process of getting an effective size for an organisation especially by reducing the number of people working for it. However, no matter how good "right-sizing" might sound in the ears, what most employees hear is "down-sizing". Whether you call it right-sizing or down-sizing, the outcome is that employees are laid off in the process.
The objective of this article is not to differentiate between these two business terminologies but to emphasize the business realities organisations and employees face in times like this. The people who are hit are those employees who are affected in this right-sizing process so the question arises: How do I secure my job? Is there a future for my job? Where do I begin if I am asked to go?
The quote I came across in this book: Becoming a Person of Influence was made by George Crane and it says "there is no future in any job. The future lies in the man who holds the job". This is a very apt statement.
This quote sets the tone for how organisations decide who gets laid off and who does not. I ask you: should your Company decide to right-size, will you be affected? Or should I ask, what will your Company lose by losing you? How relevant are you to the job you currently do?
Some employees do not think about the dynamic nature of jobs and organisations in which they work but what they have failed to realise is that each day each job is being critically reviewed and analysed, talents are also being prepared in a process called Succession Planning. People are being mapped out for roles, critical roles in organisation and are being prepared to take over from any non-performing or under-performing employee. (I recommend you read a book: “Who moved my Cheese” Spencer Johnson).
What value do you bring to your organisation? What innovation have you birthed since you took on this assignment? Getting employed has been quite challenging for some people but truth is staying employed is more challenging. Now that you have been hired, prove your worth! You are the one who adds the flavour and substance to your role. You determine the future of your job! Do not let your job be the determinant of your future.
How do you determine the future of your job? Some of these points will help
Do not be afraid for your job but instead find out how you can add more value in your current role! Even if you have done all and you get right-sized, would you be a talent any Company will be willing to engage? What you have left is who you have made yourself to be!
Dupe is a highly experienced, innovative and intuitive Leadership, Learning and Talent Development Management Professional, with a proven track record of success working within high profile multi-national organizations.
You can reach her on LinkedIn here.