Career Management In A Jobless Economy
By Rebecca Sohn, Wed Dec 7th

Recent news from the Bureau of Labor Statistics reporting anemicjob growth in a recovering economy and the election of thousandsto quit looking for work continues to baffle the experts anddepress the unemployed. If only there were jobs… politicianswould get elected, company profits would soar and individualswould be able to earn a living. Behind statistics, politicians’promises and corporate reluctance to hire, is a larger idiomdictating a shift in how we think. Whether 150,000 or 1,000 newjobs are created, the numbers belie a new reality that we, asindividuals, must embrace if our employment continuity is to bemaintained. For over a decade, irrespective of economicdownturns, the combination of technology and globalization haswreaked havoc in the workplace. The "workplace" has become"workspace" reflecting the virtual nature of worker output. Themovement of work product knows no geographical boundaries orworld time zones. The electronic tethers allow engineers inBangalore to develop IT applications and interpret CT scans forAmerican-based banks and hospitals, aeronautics specialists inRussia to design parts for US aircraft manufacturers andaccountants in Manila crunch numbers for US corporate audits.Additionally, there is an eclipse of world markets with that ofthe US. Companies are looking for population growth that ensuresdemand, under-developed areas that ensure need and highlyeducated, cheap labor that ensures profitability. North Americaas a market is losing its "glitz". Yes, it’s important but(swallow hard) possibly not as important as other worldlocations. No labor law can out-legislate the quagmire ofimmigration, citizenship, security, nationalism and corporateinterests relating to job creation. Waiting for economic reportsportending job growth is folly for the individual job seeker.The availability of jobs will always ebb and flow based onfactors well beyond any single person’s control. Theresponsibility for staying employed rests with us asindividuals—not with economic statistics, government programs orcorporate initiatives. It is time for individuals to takecontrol and adopt career management strategies that recognizethis new world reality. New strategies include: Understand thelabor market: Acknowledge your competition sits not in the nextcubicle but in another country. The reality is your company canhire an engineer with a master’s and five years of experience at$1,000/month in India versus paying you $7,000/month. It’scritical to demonstrate the value you deliver for thisadditional cost through new ideas, recommended improvements andspecialized expertise. Embrace technology: Stay current in theapplications appropriate to your field. Master your company’sbusiness software and that of your customers. Don’t wait forcompany sponsored training, seek out external providers andcommit to maintaining a given level of computer literacy. Keysystems (e.g. SAP, SixSigma, ERP, People Soft) are common tomany companies and their knowledge can only increase yourmarketability. Know your industry: Become a student of yourindustry. Know the products of your competition, trends, thesupply chain, your company’s strategy, product life cycles,market share and labor challenges—the big picture. Fluentlyconversing about your industry and carrying out responsibilitieswithin this framework can set you apart. Make yourself global:Remember your faceless competitor across the ocean,

speaks two,three and possibly four languages. His or her English, is likelybetter than that of yours. Develop proficiency in anotherlanguage. It will differentiate you and level the credentialplaying field. Also recognize, your international colleague hasprobably lived in different countries and understands severalcultures, labor laws and markets. An expatriate assignment helpsstrengthen your credentials especially given the increasedlikelihood of working for a non-American manager. Money issecondary: Often, compensation is defined in monetary terms andis paramount in accepting a position. Over emphasis on salarycan be very shortsighted. Instead, jobs instead should beassessed for the opportunity to add expertise missing from one’sportfolio. Companies can no longer promise long-term employment,career paths or pay increases. The only true benefit of aposition is the quality of its content. The average time on ajob in American companies is three years and four months. Moneydoes not guarantee employability but expertise and in-demandskills do.

New loyalty: "What have you done for me today?" is the currentcorporate mantra. Not because companies are bad places to workbut most are struggling to respond to the demands of globalcompetition. Mergers, acquisitions, divestitures andbankruptcies tell us we can’t out run the name on the door.Regardless of employer, accept that the "employment contract"operates daily. The sooner one shifts from a paradigm ofcorporate loyalty to "profession" loyalty the closer jobsecurity becomes. Building depth and currency in your chosenfield, regardless of company, is the new definition of loyalty.Understand the role of reputation: Regardless position everyonehas an unofficial "book". This is the reputation created throughone’s manner of relating to management, colleagues,subordinates, customers, etc. It often has very little to dowith an employee’s official performance rating. It is how othersview you—team player, maverick, cynic, statesperson, employeeadvocate, etc. Often, it is reputation that determinesopportunities. Change your reputation if it is prohibitingadvancement or move. Politics is not a dirty word: Careers reacha point where merit becomes a given. It is assumed results willbe delivered and the factor of corporate politics comes intoplay. Understanding others’ motivations is critical. Disdainversus acceptance of "political" influences in the workplace isnaiveté. Acquire the skills of transition: Transitioning to anew job requires skills that can be learned. It starts withknowing what one has to offer, determining what the market(employer) needs, developing a plan and executing it. The how-toof these steps is at the heart of an entire industry andavailable through corporate sponsors and private purchase. Youare your own master: Banish any thoughts that the government,the union or your company is responsible for you being employed.Career management is about understanding the total employmentenvironment, building market-valued skills and having a portableportfolio. When done properly, career management enables you towalk from one company to the next with little likelihood of evervisiting the unemployment line.

About the author:Rebecca Sohn, SVP & General Manager Lee Hecht Harrison