Fear of losing your job is certainly valid in this economy. But unfortunately that fear often provokes protectionist behavior that is likely to backfire for both employees and their companies.
The kind of behaviors I am referring to are things like: hoarding information or knowledge; shifting the blame for breakdowns to others; keeping your mouth shut hoping you’ll stay out of the line of fire; always agreeing with your boss so you stay on their good side; etc.
The list of things we might do, and perhaps have even done in the past, to protect our jobs is endless.
But will they actually work now?
These kinds of behaviors are certainly nothing new and are not unique to the current economy. However, I believe they are far more risky than ever before.
Why? Because while they MAY strengthen your individual position, consider that they WILL weaken your organization. And if your company goes down, saving your job becomes irrelevant.
The bottom line…your job is only as secure as the future of your company.
What is the Ultimate Job Protection Program?
I say it is being willing to act like a leader whether you are THE leader or not. It is speaking up, stepping up and standing up for the things that matter to the future success of your organization. You don’t have to be THE leader to be a leader in these difficult times.
Here are 5 ways you can start leading to help secure the future of your job by helping to secure the future of your organization.
1. STOP Blaming and START Offering Solutions
Blaming is a drain on precious time and energy. Want to be seen as indispensible? Be the person who always contributes to making things better.
2. STOP Hoarding Information and START Sharing It
Knowledge may be power for an individual, but sharing it powers successful organizations. Lead the way in sharing knowledge and you can be a catalyst for creating value and opportunity.
3. STOP Trying to Do It Alone and START Collaborating
No one person has all the answers. It is time to start find ways to tap the intelligence of your entire organization not just a limited few. Include new people in what seem like old conversations and you will gain fresh perspective. Find ways to engage the people who are less likely to speak up. You may be surprised at how much you learn.
4. STOP Reinforcing the “Status Quo” and START Challenging It
We can unwittingly reinforce the very things that are not working because it is uncomfortable to challenge the way things are done. But if your organization isn’t where it needs to be, chances are the ways things are being done are not working very well.
Remember to challenge the thinking not the person and you will increase the likelihood of both being heard and making a difference.
5. STOP Protecting Your Turf and START Acting Like One Organization
“Us vs Them” relationships are rampant in organizations. They are incredibly costly, too. Time to start acting like you are on the same team.
Assigning a shared (and meaningful) goal for two groups that have historically been at odds with each other is one way to create the opportunity to experience being on one team. This can be a very powerful way to start transforming an “us/Them” relationship into a “we”.
These are just a few examples of what we can do to support the companies we work for in being successful. Consider that if you start focusing your attention on how you can contribute to the success of your company, you will need to pay less attention to securing your job.
What can you do to make a difference in securing the future of where you work today?
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