I don't even know if I have a parachute, let alone what freaking color it is.
June 21, 2010 12:38 PM Subscribe
My job gives us a lot of flexibility as far as what our career path is, where we want to go, etc. The problem? I have no clue where to go, what I want to do, and am getting the sense that it is now being seen as detrimental to my job security at my current position, despite having received positive job performance reviews. When I ask for support or guidance in figuring out how my skillset would apply to new/existing jobs in the company, I'm told that I am responsible for my own professional growth and to figure it out. My question is -- is this really a case of my company being flexible, or is it helping to build a case to get rid of me? (i.e. "employee X does not show the entrpeneurial or innovative spirit we need for position X.") Is this the new way of saying "not a culture fit"?
I have been with my company for over 3 years, and my team has been through a number of changes. There wasn't ever a firm career path in the past, but there was a general idea of steadily progressing after gaining experience & knowledge about our processes, and heading into a "Lead" type position eventually. Our team has experienced huge changes in the past 7-8 months, and the Lead position that would have been the next step for me is no longer around. I've now been asked to help delegate current responsibilities to jr. level folks to help them grow, and have been repeatedly asked what I am interested in, what I see myself doing, etc.
I find this question next to impossible to answer, and always have had a hard time figuring out a specific direction to follow or identifying a niche within the company where my skills could be used, if the position isn't already in existence. I get concerned that what appears on one level to be genuine interest in what I would like to do is actually a sneaky way of getting rid of me -- our company often places a large amount of importance on the big sexy ideas and innovation, rather than the actual implementation of the work, and lately, individuals other than my people manager have approached me to ask me what my interests are, which kind of creeps me out a bit, and makes me have an Office-Space "did you get the memo about the TPS report" kind of feeling. I'll admit that I also tend to be more of an implementer than a big idea thinker, because that is what my job duties have required, and feel that I lack the ability to be creative in the way my company wants me to be creative.
So, assuming they do have a genuine interest in keeping me at the company, what have been some exercises/ways you have identified next steps for where you would like your career to progress? I've tried a number of different quizes/books/etc. to help figure out what i want to do with my life, and although they tend to help a bit, I still feel that there isnt a clear next step. If you have been in a similar situation and have identified skills/interests that seem to take you out of the company entirely, how have you handled this? I assume by just getting a new job?
To be completely honest, sometimes the biggest draw is to just have a baby, but that isn't happening as "on schedule" as I first anticipated, so am focused on figuring out what I can do in the meantime, understanding that i'll also need to come back to this if and when I do have a baby.
If my sometimes-paranoid/sometimes-right-on-the-money gut feeling is that this is a new way of weeding me out of the company, obviously I'll just need to find a new job and get my resume in order. I do have concerns down the line, however, that not being able to be creative is going to be a hindrance to me down the line, no matter how positive my job performance is, so would love any thoughts on this.
This was a bit of a rambler...sorry!
I have been with my company for over 3 years, and my team has been through a number of changes. There wasn't ever a firm career path in the past, but there was a general idea of steadily progressing after gaining experience & knowledge about our processes, and heading into a "Lead" type position eventually. Our team has experienced huge changes in the past 7-8 months, and the Lead position that would have been the next step for me is no longer around. I've now been asked to help delegate current responsibilities to jr. level folks to help them grow, and have been repeatedly asked what I am interested in, what I see myself doing, etc.
I find this question next to impossible to answer, and always have had a hard time figuring out a specific direction to follow or identifying a niche within the company where my skills could be used, if the position isn't already in existence. I get concerned that what appears on one level to be genuine interest in what I would like to do is actually a sneaky way of getting rid of me -- our company often places a large amount of importance on the big sexy ideas and innovation, rather than the actual implementation of the work, and lately, individuals other than my people manager have approached me to ask me what my interests are, which kind of creeps me out a bit, and makes me have an Office-Space "did you get the memo about the TPS report" kind of feeling. I'll admit that I also tend to be more of an implementer than a big idea thinker, because that is what my job duties have required, and feel that I lack the ability to be creative in the way my company wants me to be creative.
So, assuming they do have a genuine interest in keeping me at the company, what have been some exercises/ways you have identified next steps for where you would like your career to progress? I've tried a number of different quizes/books/etc. to help figure out what i want to do with my life, and although they tend to help a bit, I still feel that there isnt a clear next step. If you have been in a similar situation and have identified skills/interests that seem to take you out of the company entirely, how have you handled this? I assume by just getting a new job?
To be completely honest, sometimes the biggest draw is to just have a baby, but that isn't happening as "on schedule" as I first anticipated, so am focused on figuring out what I can do in the meantime, understanding that i'll also need to come back to this if and when I do have a baby.
If my sometimes-paranoid/sometimes-right-on-the-money gut feeling is that this is a new way of weeding me out of the company, obviously I'll just need to find a new job and get my resume in order. I do have concerns down the line, however, that not being able to be creative is going to be a hindrance to me down the line, no matter how positive my job performance is, so would love any thoughts on this.
This was a bit of a rambler...sorry!
Is there a problem you know exists at the company that you could use your particular skills to solve? Are there a number of such problems?
If so, next time some one asks you, say "I've really been thinking about X. I think there are some great ways X could be improved to add more value/help stimulate more innovation/etc. Is there a way I could get involved with X?"
You don't have to think in long term goals all the time. If you start to work on some short-term problems, your long term career goals may emerge from your work. At the same time you are showing your employer your value at solving problems they may not have even seen.
posted by chiefthe at 1:13 PM on June 21, 2010
If so, next time some one asks you, say "I've really been thinking about X. I think there are some great ways X could be improved to add more value/help stimulate more innovation/etc. Is there a way I could get involved with X?"
You don't have to think in long term goals all the time. If you start to work on some short-term problems, your long term career goals may emerge from your work. At the same time you are showing your employer your value at solving problems they may not have even seen.
posted by chiefthe at 1:13 PM on June 21, 2010
You say the logical next move would have been a Lead position that was eliminated - well, that sucks, but okay. Why isn't your answer "I want a Lead position - is there anything like that opening up soon? Is there another role that could prepare me to be a Lead?" (I'm assuming you actually had some interest in that position, obviously.)
posted by Tomorrowful at 1:17 PM on June 21, 2010
posted by Tomorrowful at 1:17 PM on June 21, 2010
When I ask for support or guidance in figuring out how my skillset would apply to new/existing jobs in the company, I'm told that I am responsible for my own professional growth and to figure it out.
Well, first of all, it's probably a good idea to step up and ask around how to get involved in the things you're interested in.
However, the vague non-answers and throwing it back in your lap when you ask for professional guidance isn't a conspiracy, it's a sign that your company is dysfunctional and doesn't think very hard about how to keep people over the long term. Have you thought about looking for "lead" positions at other companies? Especially companies where the focus is on "implementation" which might be more in line with your interests?
posted by deanc at 1:56 PM on June 21, 2010
Well, first of all, it's probably a good idea to step up and ask around how to get involved in the things you're interested in.
However, the vague non-answers and throwing it back in your lap when you ask for professional guidance isn't a conspiracy, it's a sign that your company is dysfunctional and doesn't think very hard about how to keep people over the long term. Have you thought about looking for "lead" positions at other companies? Especially companies where the focus is on "implementation" which might be more in line with your interests?
posted by deanc at 1:56 PM on June 21, 2010
For some people, the standard "up the ladder" career path holds little appeal. I went to my last company for the work, not for advancement. I had no interest in becoming a partner. I did, on the other hand, want to be a team leader for engagements that were interesting, challenging, and meaningful.
I described my ambition to my uppers as seekign to be known as an indispensible "work delivery" resource. Someone whose skills are valuable and widely sought after. I wanted to be someone who would always have his choice of the most interesting, challenging, and meaningful work assignments. I was just as happy being a project lead as I was being a team member, as long as I got to do the work I wanted to do for a large variety of clients in a large variety of industries. And if I got to do that, I didn't care if I was ever "promoted" up the ladder.
For interviews I gave this version, "My desire is to do the things I do best on interesting, challenging, and meaningful projects. Basically, I want a career that pays me to be myself, but continually challenges me to be the most excellent version of myself I can be. If I have that, I don't care what title or level of pay goes with it."
Maybe some of that can help?
posted by cross_impact at 2:09 PM on June 21, 2010
I described my ambition to my uppers as seekign to be known as an indispensible "work delivery" resource. Someone whose skills are valuable and widely sought after. I wanted to be someone who would always have his choice of the most interesting, challenging, and meaningful work assignments. I was just as happy being a project lead as I was being a team member, as long as I got to do the work I wanted to do for a large variety of clients in a large variety of industries. And if I got to do that, I didn't care if I was ever "promoted" up the ladder.
For interviews I gave this version, "My desire is to do the things I do best on interesting, challenging, and meaningful projects. Basically, I want a career that pays me to be myself, but continually challenges me to be the most excellent version of myself I can be. If I have that, I don't care what title or level of pay goes with it."
Maybe some of that can help?
posted by cross_impact at 2:09 PM on June 21, 2010
I'm with deanc, they're just giving you a cop-out for a lack of management. "It's up to you" in a corporate context means to me that they just don't give a crap one way or the other, sink or swim, or any other version of "don't bug me with such trivialities."
posted by rhizome at 2:14 PM on June 21, 2010 [1 favorite]
posted by rhizome at 2:14 PM on June 21, 2010 [1 favorite]
I've now been asked to help delegate current responsibilities to jr. level folks to help them grow, and have been repeatedly asked what I am interested in, what I see myself doing, etc.
I find this question next to impossible to answer, and always have had a hard time figuring out a specific direction to follow or identifying a niche within the company where my skills could be used, if the position isn't already in existence.
You know what? I think this is a genuine problem for you, in the sense that you've been at the company for a while yet don't see a particular place or position or task which you'd rather be doing. Ultimately, at most companies you'll hit a limit to how far you can go if you don't start taking control of your career.
If you have a hard time figuring out a specific direction for yourself, you won't be able to help your managed employees figure out a specific direction for themselves, and so management doesn't seem a good fit for you (certainly, in your mind, this lack of guidance ability is a liability of your current manager!) -- and as an on-the-ground person, not having an idea of other things that would interest you is a big red flag that you're stagnant.
I would do this, were I in your position: assume that they're sincere, but also that if you can't answer this question soon you should be considered for firing, because you're stagnant. Then, respond in a way that suggests you're able to take command of your career in a proactive way. For example:
1. Pick a random department that does something different, then say "I have a lot of interest in what this company does outside my department, but not enough visibility into it. I'd like to have an opportunity to find our more about what [the group you picked] does on a day-to-day basis -- is there an opportunity for me to interact more with them?"
2. Pick a problem that you know needs to be solved, that has not been successfully solved in the past, then say "I know that [the problem you picked] is an ongoing problem, and I'd love to give it some time and attention. Is anyone currently working on that problem actively, and do they need assistance?"
3. Pick a job you might like to do someday, but know nothing about (including whether or not you'd like it for certain), then say "I'm very happy with my current position, but in the near-to-mid term I'd like to move into [the job you picked]. What kind of internal or external training opportunities are available to me?"
In short: right now your lack of focus is the problem, and you need to solve it so you can answer that question confidently and give your boss a concrete thing to do to help.
posted by davejay at 2:42 PM on June 21, 2010
I find this question next to impossible to answer, and always have had a hard time figuring out a specific direction to follow or identifying a niche within the company where my skills could be used, if the position isn't already in existence.
You know what? I think this is a genuine problem for you, in the sense that you've been at the company for a while yet don't see a particular place or position or task which you'd rather be doing. Ultimately, at most companies you'll hit a limit to how far you can go if you don't start taking control of your career.
If you have a hard time figuring out a specific direction for yourself, you won't be able to help your managed employees figure out a specific direction for themselves, and so management doesn't seem a good fit for you (certainly, in your mind, this lack of guidance ability is a liability of your current manager!) -- and as an on-the-ground person, not having an idea of other things that would interest you is a big red flag that you're stagnant.
I would do this, were I in your position: assume that they're sincere, but also that if you can't answer this question soon you should be considered for firing, because you're stagnant. Then, respond in a way that suggests you're able to take command of your career in a proactive way. For example:
1. Pick a random department that does something different, then say "I have a lot of interest in what this company does outside my department, but not enough visibility into it. I'd like to have an opportunity to find our more about what [the group you picked] does on a day-to-day basis -- is there an opportunity for me to interact more with them?"
2. Pick a problem that you know needs to be solved, that has not been successfully solved in the past, then say "I know that [the problem you picked] is an ongoing problem, and I'd love to give it some time and attention. Is anyone currently working on that problem actively, and do they need assistance?"
3. Pick a job you might like to do someday, but know nothing about (including whether or not you'd like it for certain), then say "I'm very happy with my current position, but in the near-to-mid term I'd like to move into [the job you picked]. What kind of internal or external training opportunities are available to me?"
In short: right now your lack of focus is the problem, and you need to solve it so you can answer that question confidently and give your boss a concrete thing to do to help.
posted by davejay at 2:42 PM on June 21, 2010
I think you're right to be a little paranoid about this. Remember the book Who Moved My Cheese? It's a parable about mice in a maze who always go through the maze in the same way to get to the cheese, but then the cheese gets moved and they have to learn flexibility and how to adapt. This book is often distributed to employees when a company is having layoffs or cutting salaries and benefits to get them to see the changes as positive so they don't cause trouble. A related idea you often hear is that everyone is self-employed or everyone is an entrepreneur - that flexibility reduces labor costs and let's companies profit more easily from changing market conditions at the cost of security for employees, but this is framed as empowering. Now that we're all small business owners, we can all enjoy the 95% failure rate?
The good news is that it's mostly a cargo cult. Going through the motions to seem innovative and creative is often good enough. You might just need a few "innovative" books on your desk and be able to use the jargon and you're halfway there. You could tell people that your ambition is to help foster innovation and creativity in the organization. I think this would go over extremely well.
posted by AlsoMike at 3:03 PM on June 21, 2010
The good news is that it's mostly a cargo cult. Going through the motions to seem innovative and creative is often good enough. You might just need a few "innovative" books on your desk and be able to use the jargon and you're halfway there. You could tell people that your ambition is to help foster innovation and creativity in the organization. I think this would go over extremely well.
posted by AlsoMike at 3:03 PM on June 21, 2010
This thread is closed to new comments.
If you want to simply be a better "implementer", then bring that up as a direction. Good companies recognize that not everyone wants to be a manager/architect.
posted by meowzilla at 1:13 PM on June 21, 2010