JOB MATURITY OR JUST LONGEVITY?
Are there folks in your organization who believe in the
'longevity model'? Likely there are. These are the people who
learned their jobs really well in the first year of employment
and continue to repeat that same year over and over and over.
Perfectly pleasant people performing patiently!
Not long ago, I was training in the public sector. The topic
was 'Be Promotable' and, in working with the human resources
folks, I asked, "What would you really like your employees to
understand from this seminar?" One response was that individuals
had to realize that simply repeating tasks and occupying a seat
on a regular basis would only lead them to the possibility of
continuing to occupy that particular seat! People are not
promoted for demonstrating the 'longevity model'.
This is an important shift to notice in the work world of
today. Whether you are a pre-boomer, a baby boomer, or a buster,
a Generation X or Y, you can count on one thing. Your work ethic
will not be the same as folks of other ages within your
organization. Your expectations will be different and your model
will have been shaped by those expectations. There was a day,
not too long ago, when workplace loyalty was a deciding factor.
When someone demonstrated loyalty by working well for the same
company for a long time, they were rewarded by promotion. In
fact, they expected it. That was the way things were done. This
was not necessarily loyalty to a concept or a person, it was a
generalized loyalty demonstrated by showing up, accomplishing
the work and occupying that seat over a long period of time. Of
course, I'm simplifying this to make my point.
These days, loyalty is more likely to be demonstrated to an
idea, a concept, a product or a person than to a commitment for
the long haul. Whereas once folks had one career, the average
these days is three careers. Current research tells us that, in
order to move up in your career, you will likely change
positions or companies every two to five years. Not only that,
the research suggests you MUST do that to progress. That is a
major shift, isn't it? And, it has taken place within thirty
years. Huge change in a short time in the way work is perceived.
So the 'longevity model' no longer applies to our marketplace.
We need the 'maturity model' which exists when employees are
learning, growing AND applying new information while taking
responsibility for their roles, tasks and progress. These folks
understand the meaning of accountability. That's big!
Currently I am working with a department of a large public
sector organization. The fundamental task I have is to shift and
secure their model to one of 'maturity'. The dictionary defines
'mature' as "of or relating to a condition of full development".
That's what we're after in the workplace: full development.
What
would it be like if that was the desire and goal of each
and every worker? What would it be like if this was both the
desire and commitment of every employer? What if every employee
AND every member of management were truly accountable?
> FOLKS WOULD WORK FOR THE HOURS FOR WHICH THEY ARE PAID.
When you take a position, you know the hours, the benefits, the
job description and the compensation. That means that you then
undertake to do those things for that long to reap those
benefits and take home that compensation. Simple equation. Many
folks understand it completely. There are some, though, that
seem to take up the challenge of seeing how little they can do
without being noticed. They even seem to think that the
organization provides them with a telephone and email so that
they can stay in touch with their friends and fill their social
calendars. One employee in a firm I worked with actually stated
that she came to work as a respite from her home life and her
home-based business! Very often she could be found chatting in
hallways and cubicles about her children, husband and health
rather than focusing on her work and supervising her staff.
> FOLKS WOULD FULFILL, AND EVEN EXCEED, THEIR JOB DESCRIPTIONS.
In the ideal world, your acceptance of your pay check is your
statement of fulfilling your job description. Too obvious?
Perhaps. Accountability requires that you take the initiative to
learn your tasks. Ask questions. Read books. Keep up with your
industry by reading newsletters and trade journals. Request
training and use it well. Knowing your job reduces your stress.
Exceeding your job's expectations leads to promotion.
> FOLKS WOULD BE RESPECTFUL OF TIME, ENERGY, RESOURCES AND
FINANCES.
Be on time to meetings. It demonstrates respect. Honor
timelines and deadlines. It creates high-performance. Conserve
resources and money wisely to improve the bottom line.
Simple. But why do it? In large companies I have heard
employees say that it doesn't matter much if they make an error
because the company will never notice, or, because the company
has so much money it wouldn't matter. Wrong. It's not about
that. It is about you being accountable for the choices you make
which demonstrate your commitment to doing the best job
possible. These ARE the things that are noticed.
Which model are you? Longevity or maturity? It's your
choice...and, of course, so are the consequences!
About the Author
Rhoberta Shaler, PhD
Keynotes, Seminars & Coaching for entrepreneurs & professionals
who want the motivation & strategies to achieve, to lead and to
live richly. Creator of the Living Richly™ Program Host of
Living Richly™ on www.wsRadio.ws. Author of OPTIMIZE Your Day!
Practical Wisdom for Optimal Living Optimize Life Now! San Diego, CA
www.OptimizeLifeNow.com
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