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Change Archives | Underwood Executive | Executive Search & Talent Management

Is your job draining your spirit? 4 ways to see the light

By | Career, Recruitment

light“I hate my job”, “My boss is a control freak”, “I don’t feel valued”, “The moment I see my perfect job advertised, I’m out of here”……

The start of a new year can be an emotional time …. There has been the pressure of getting end of year work finished, the obligation and expectation of Christmas and families and then the burden of setting new goals and getting revved up for the year ahead. I find through our coaching practice, that January is actually one of the hardest months of the year for people to get their mojo back and feel inspired to make changes. It is usually easier to have a whinge, stay stuck in a rut and leave things the way they are.

So far, this year has been no different. We’ve had people in tears describing how much they hate their jobs and their boss, the frustration of there being limited opportunities in the market and we’ve heard every excuse under the sun of why this year will be no different!

Let me ask you this – are you unhappy in your job? Did you get emotional at the very thought of going to work today? Or does the concept of working for your boss for another 12 months make you want to crawl under a large boulder? Yes? Okay here’s the good news – you don’t have a problem. You have an opportunity.

You can A. stay and play the victim, continue to not take responsibility for your unfavourable employment situation and continue to bitch and complain to any person willing to listen or B. you can take charge and do something about it.

Step 1:  What’s really wrong?

Get crystal clear on what is really upsetting you. What is it specifically you don’t like? What are three examples in the past month where you haven’t got the outcome you were wanting at work? Did your boss or colleague rob you of an opportunity? Did you encounter a challenging conflict? Were you unsupported or feel like you your values were compromised? Until you can be really specific about the situations where you felt frustrated, angry or helpless, it is going to be difficult to work out a plan of attack.

Step 2:  Are you prepared to do something about it?

In my experience, the difference between successful people and those who just coast through with complacency is action. Successful people are prepared to take action and know the price – being uncomfortable. This week, I said to a coachee who is extremely unhappy in her job – “do you want this situation to change?”. “Of course!”, she pleaded. “But are you prepared to be outside your comfort zone to get there?”. She got clarity that the responsibility is hers and her’s alone and the journey of change is going to be uncomfortable and certainly at times difficult and emotional.

Step 3:  Knowing what it will take

Once you have accepted the challenge and ditched the ‘victim’ mentality, you will need a specific strategy on what you are going to do. Will you give your boss constructive feedback? Are you going to communicate directly and more effectively when you are feeling unhappy or unsupported? Will you brave enough to ask for what you want? Will you put a plan in place to get your desired outcome?

Step 4:  Action junkie

Just do it! Don’t over-think things, don’t make it harder that it needs to be, don’t get bogged down in the “what if’s”. Day in day out, give yourself the permission and commitment to do something about it. Wise words were once given to me that propelled me into action – life is too short to work with dickheads!

You only have one life! If you are consistently having those days where you are unfilled and wondering what you are doing, that you are not learning or growing in your current work situation or you find yourself dreading every interaction with your leader – it’s a sign that things could be better. When you’re brave enough to make that step, you will not only inspire yourself, but others around you to follow your lead and not accept the status quo. Sometimes it’s just time to move on – go on, do something about it, no-one else will do it for you!

 

People leave leaders…..the uncomfortable truth

By | Change, Empowerment, Leadership

Last week I went to a Women in Leadership lunch hosted by CEDA.  One of the speakers (Jane Caro) said, “we only change when it is too uncomfortable to stay the same”.  It really struck a chord with me.  It reminded me of several stages in my career, where this was the final straw and my catalyst for change.

One was a reminder, when this week, 12 months ago, I left my corporate role to start my own business.  The other was highlighted when one of my clients’ celebrated her 5th birthday in business this week.  In our session, I was genuinely excited for her. What a fabulous milestone! As a high achiever, she is still focused on being better and reaching her goals.

In that discussion, she asked me what were the major points for me in growing my last business that turned it from being a good business to that breakthrough moment when things were easier and it “just happens”.

I said there were 4 key things in my experience:

  1. Business Culture
  2. Empowering Leadership
  3. Retaining Key People
  4. Consistency of Service

BUT it was only when things were too uncomfortable to stay the same that things changed.

I remember that point like it was yesterday. I wrote two pages of frustrations (which I still have!) and all the concerns I had in the business at the time.  I felt completely overwhelmed looking at that list thinking where do I start?

One of the biggest issues that were causing emotional and financial pain was the turnover of staff. I have mentioned this before in previous posts, that in the recruitment industry this can be up to 45% and new Recruiters only last 8 months on average! I was certainly experiencing my fair share of turnover in the first few years and it was agonizing.

The impact to the bottom line is significant in terms of re-recruitment, re-training, lost revenue etc, but for me it was also the emotional cost. I remember sitting down with the owner and he said to me “Nicole, people leave leaders, not jobs”.  It was cutting.  It hurt my ego more than anything. My internal story went something like I’m a good leader, I believe in my people, I want the best for them – I just have high expectations.”  So, I decided to put together a spreadsheet of all the people who had left and look at the reasons they gave.  Now of course, some people never tell you the REAL reason for leaving so I decided to be really honest with myself and acknowledge what deep down I already knew to be true.  There was a combination of culture and leadership reasons – that was consistent.

It was at that point, I realised it was too uncomfortable to continue as things were.  Things needed to change, and fast.

Business culture – to change a culture overnight is impossible.  To move from a traditional recruitment culture of “client is king”, “core hours are 8am – 6pm”, “you are available 24/7”, “you always eat lunch at your desk (if at all)” and “taking calls before and after work is normal” was going be a big shift.  It required small steps starting from the top including a shift in mindset.  I remember when I first started coming in late on Friday morning so I could attend a pilates class, how uncomfortable it felt. I would creep back in the office hoping no one would notice.  Ridiculous in hindsight – I should have been promoting it.  This was my in-built belief that hours = work ethic.  I learnt to accept that my commitment and dedication wouldn’t be any less just because my actual number of hours were less. This was a big mindset shift that had to start at the top and was slowly filtered through. (I will be presenting at the RCSA conference in Fiji in 2 weeks on how I implemented this).

Empowering leadership – the statistics prove the theory that people leave leaders.  Not all the time, but it is certainly a contributing factor in a lot of cases and it was in mine.  I engaged a business coach and learnt that people’s perception of my leadership style and their experience of working for me was reality, not what I thought I was doing.  I had to embrace their reality and move to an empowering leadership style where my fundamental values and principles were still the same around performance, expectations and outcomes, but my delivery become more cohesive, consultative and empowering.

These two changes had significant positive impact on bottom line results and other performance indicators. But just as importantly (or more importantly) the effect on my job satisfaction, the enjoyment for the team, the transparency of our communication and a re-invigorated approach.  This allowed us to achieve two things that I often find companies struggle to accomplish.  We achieved employee’s desire for flexibility, work/life blend and career satisfaction with the company’s objective of a high performing team, revenue results and profitability.

We proved that flexible arrangements and productivity can co-exist and don’t have to be at the cost of the other. It was one of the biggest lessons in becoming a high performing and profitable firm where people wanted to work and stayed long-term.

To achieve this requires being uncomfortable and only then are we truly learning and becoming better than we currently are.

*My next post will discuss the other two areas of retaining key people and consistency of service.