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September 2016

Change Careers, Mid Life Professionals

When You Fall Out of Love with Your Job

There are lucky souls on this earth who find their calling early. Many of us envy them, but some people find it in their early years. They may be 22 and on their way through medical school knowing that they were put on this earth to heal someone. It doesn’t mean they’ve peaked of course, but it does mean they’re lucky.

Some people find their calling early and then fall out of love with it. Things happen in life that change us, change our jobs, or change our industries. Companies change and responsibilities evolve. Sometimes we are promoted out of a job that was the perfect fit for us, or we outgrow the perfect job.

The Challenges for Older Employees

When you’re young and looking for your calling life appears filled with opportunities, and most of the time you’re living on less than you elders. Perhaps you rent an apartment and live in a city. You probably don’t have dependents. Of course, I realize there are things like student debt and individual challenges, but hear me out.

As you climb your career ladder, you get used to certain things. Apart from a larger paycheck than your early career years, you probably have earned a certain level of responsibility and respect within your company and industry. Maybe even a title that reflects that. You also probably have a mortgage, more luxuries in your life that you don’t want to give up, and children who depend on you. Leaving the job you used to love for a new one you’re passionate about may mean giving up a lot. It’s frightening, but so is the idea of spending the rest of your work life in a job that drains you.

First Steps Focus: Your Mindset

Like almost everything we try to accomplish in life, fear is the primary obstacle to our success. Fear of losing our material belongings, status, and security are especially difficult when we look to alter our career. And of course, the demon of all fears – fear of failure – overshadows it all. There is no easy answer; tackling fear can be a show-stopper if we let it. So my one piece of advice, the only way I know to get past it, is to accept it. Know and accept that you will be scared, and get comfortable with that fear.

But understand this, it won’t always be scary. You will actually, despite what you think now, get used to the idea of change and it will become less scary. And you don’t have to QUIT your job. You can do the work on yourself and your career without giving up your job, you just have to commit to it and remain focused, and disciplined, on walking down that path.

Next Steps

If any of what I described above resonates with you, and you desperately want to love your job again, there is help out there. This is what career coaches do. You don’t have to work with me; I’m not trying to hard-sell you, but trust me, working with a professional can make this journey far less scary, and far less frustrating.

Need some inspiration? Check out this post about how four people in different stages of their careers successfully made a shift happen.

photo credit: Alfonsina Blyde » I will try fix you via photopin (license)

Employee Engagement

What Employees Need To Know About Employee Engagement

There’s a lot of talk about employee engagement out there, but as an employee, remember these things:

No matter what your company does, it’s all up to you.

It’s your company’s job to set the stage for engagement and to create a culture that pushes all of the engagement hot buttons: relevance, a sense of autonomy, growth, meaning, etc. That’s their job. They can set it all up, but you have to want it for yourself.

Companies can lead an employee to engagement but….

They can’t make you drink their Kool-Aid, right? Why would you want to anyway? Your job is to make a recipe for your own Kool-Aid and contribute to the company you’re with while tweaking your own ingredients. Instead of disengaging because you’re not feeling the vibe where you are, engage for the purpose of finding out where you should be instead.

Become your own career coach.

Use the opportunities the company gives you for your personal career development plan. You may have other goals than staying where you are. That’s fine – but don’t be a victim while you’re there. Make every company-sponsored perk an opportunity to analyze your strengths and interests. Take advantage of any assessments your company offers. Consider it free coaching! Only you have to know why you’re engaging. Instead of being skeptical about their manipulative tactics to get you to perform, perform for your own benefit. The company still wins, but you win too. Take what you learn to move within your existing organization if you can or on to your ideal role somewhere else. Just don’t sit on the sidelines and complain.

Yes, it’s all about their bottom line.

What about your bottom line? The company is doing their job. What are you doing? If you are sitting around waiting for the right perk to make you happy, you’re part of the problem. Companies have poured years of research and time and money into figuring out why engagement numbers aren’t what they want. What have you done for yourself to take accountability for your career wellness? Engagement is good for all, so be the manager of your own career and make your bottom line just as valuable. Think employee engagement is only for managers and executives? It’s really about you. You just haven’t been informed of how to use it yet.  Keep reading to learn more.     photo credit: Rochester Memorial Art Gallery, Rochester, NY via photopin (license)
Employee Engagement

The BIG Mistake Companies Are Making in Employee Engagement Programs

Many business decision makers have intentionally stuck their head in the sand when it comes to employee engagement. They have been talking about it for years now. Engagement equals higher productivity and blah, blah, blah. Yes, those numbers are real, and Gallup gives us the evidence:

“Work units in the top quartile in employee engagement outperformed bottom-quartile units by 10% on customer ratings, 22% in profitability, and 21% in productivity. Work units in the top quartile also saw significantly lower turnover (25% in high-turnover organizations, 65% in low-turnover organizations), shrinkage (28%), and absenteeism (37%) and fewer safety incidents (48%), patient safety incidents (41%), and quality defects (41%).”

But what isn’t being talked about is the reason so many companies fail in building engaged workforces.

Companies looking to improve  employee engagement numbers won’t get the figures they want until the employee side of the conversation opens up. Not until we tackle the other part of the equation will the numbers reflect what the company side is hoping to achieve. Companies need to dip their toes in the soft and scary side of this issue. “It reeks of counseling or therapy,” an executive said to me. Yeah, you betcha, it does. So what? If your goal is to make your company workforce more effective, more productive, and more profitable, are you going to shy away from doing what works because it’s too touchy-feely?

I’m being paid by employees all over the country to help them figure out why they aren’t happy in companies where, by all appearances, they should be. We have to reach the employees who think that something external is the answer.

By the way, helping them sort out their internal career clutter doesn’t always mean they’ll leave. Accepting personal responsibility for career wellness creates freedom for employees at all levels to engage for reasons they haven’t before. Millennials are already sparking change in the way we think about career coaching as reported in this article and this one. Newsflash, it’s not only millennials who need it.  

For anyone leading a company that cares about culture and understands how vital it is to success, the next step is opening up to the “soft” side. Coach the employee side, the personal side, of employee engagement, complete the equation and who knows, companies just may begin to see the ROI they’ve been trying to see for the past 30 years.

Photo credit: Ben Franklin Quote – Failing 100 Ways via photopin (license).

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