Published August 2003

Position yourself to survive possible layoffs

Q. In this time of continuing economic uncertainty, mid-ranked managers like myself continually worry about losing their jobs. When we gather at professional meetings or even socially, the talk always comes around to which companies are laying off, contemplating a merger or acquisition and how that may affect management staffing levels. Personally, I think we would be helped more by looking at what we could do as individuals to enhance the prospects of keeping our jobs in uncertain times than worrying about if and when the ax may fall. Any thoughts?

A. Worrying about losing your job is time wasted. If you’re with a company that’s intent on cost-cutting by eliminating jobs, or looking to increase efficiencies through M&A, you may get caught in a simple numbers game if that’s the one senior management wants to play. “We need to cut 200 jobs, top to bottom, draw numbers out of a hat,” human resources may be told. Yours may be one of them.

Time spent positioning yourself to be among those remaining after a layoff may be one of the best things you can do for your career.

Begin by asking yourself how you “fit in” with your organization. If you think of your place at work as being in a series of relationships, successfully adapting to the personalities and peculiarities of those around you, both above and below you on the organizational chart, your chances of remaining satisfactorily employed will be enhanced.

But if work means merely meeting production and budgetary goals, following direction of superiors, closely supervising rather than encouraging and empowering employees, you may be vulnerable to being expendable in today’s volatile job market.

Seattle career counselor Larry Gaffin of the Center for Life Decisions says how you manage conflict may go a long way in determining how much people want you to remain when it’s time to cut jobs.

When a subordinate fails to deliver as expected, do you snap irritatingly in expressing your displeasure? Or, do you discuss the “failure” in a manner of having you both learn how to achieve success the next time a similar opportunity occurs?

“Many times when we are confronted with a situation that upsets us at work, we tend to react with a narrow range of options,” Gaffin says. Work conflicts, like those in life, rarely “are black and white.”

Gaffin also suggests that you take the time to assess your “continued employability potential.” This can be done by periodically answering these questions:

• Am I continuing to bring value to my employer? In today’s rapidly changing business environment, staying current with developing trends is critical. Adding to and improving your skills through education and training can set you ahead of your contemporaries. As a manager, you probably will have to determine and find such development opportunities on your own.
• Am I doing what I’m being asked to do? “Know what your boss expects of you,” says Gaffin. “Some want you to adhere to their direction; others encourage and expect you to show considerable creativity.”
• Am I staying emotionally balanced and healthy? “Every job has a degree of stress, and failing to deal with it can lead to illness and fatigue,” Gaffin says. “When you’re sick, you are not being good to your employer, yourself or your family.”
• What have I accomplished specifically which significantly benefits my employer? Each week, list specific performances that helped your employer achieve its goals.
• Always have a current plan in case your job ends. “In today’s job market, we should all know there’s no guarantee to continued employment,” Gaffin says. Knowing what you would do if that happened to you will help you be much more relaxed in your current job.

Eric Zoeckler operates The Scribe, a business writing service with many Snohomish County-based clients. He also writes a column on workplace issues in The Herald on Mondays. He can be reached at 206-284-9566 or by e-mail to mrscribe@aol.com.

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