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By Rita Ashley, August 26, 2010 8:40 am

Building job security is simple but it sure isn’t easy.

“Are you adding real value or merely passing information along? How do you add value? By continually looking for ways to make things better. …Every hour of your day should be spent increasing the output or value of the output of the people for whom you are responsible.” Andy Grove on job security.

Why do  some people appear to be bullet-proof when lay offs and bad economic times force many very talented executives onto the unemployment lines? Your value to the company is based on many attributes, but the bottom line IS the bottom line. As the CEO of your career, how you contribute and how you invest in the contributions of your team are critical factors for career stability. Continue reading 'Job security made simple'»

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By Rita Ashley, August 19, 2010 6:43 am

Jobs are like busses, if you get on the right one, you arrive at your destination

Abstract: Career planning for job security – Visibility, choosing the right employer, your brand and importance of a Mentor.

Are you in the career you planned when you were in college? Have you had more than one career? Do you know where you want to be in three, five or seven years? Do you know how to decide? Do you know how to make it happen? Continue reading 'Job security through career planning'»

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By Rita Ashley, July 20, 2010 1:03 pm

Robots and ark building.

“At a certain point in the process, no credit will be given for predicting rain. The only credit will be for helping to build an ark.” Ben Horowitz

Last night I spent 45 minutes talking a client down from a rant about how negative his team had become. They were demoralized from all the customer complaints and additional workload that entailed. The Q/A team complained the developers showed them no respect and the Product Managers continued to give the developers poor stories for the sprints; all common complaints for a VP development of a small Agile/SaaS company. Continue reading 'Don’t tell me there is a problem, tell me there is a solution'»

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By Rita Ashley, June 23, 2010 11:40 am

Executives: Create your personal brand to self-insure against economic downturn and the job hopping label

Career management for six figure executives is about building and maintaining a personal brand. Take it from Audi and Iron Man. Sales for the very high priced custom-made car jumped 10% after the release of Tony’ Stark’s latest adventure. It’s about product placement. It isn’t about one incident on your resume.

Today, I received a request for information by a reporter doing a piece on job hopping. His premise, all too familiar, is that the current economy = job hopping.

Of course, this contrarian takes exception to that concept because I know many people who were laid off had been in their jobs for more than three years; layoffs and company closings are equal opportunity career killers.

Continue reading 'Overcome the job hopping label: Personal brand to the rescue'»

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By Rita Ashley, June 7, 2010 11:25 am

Do you want your employees to be happy or satisfied?

Inc. Magazine posted an article by the founder of Zappos on why he sold to Amazon. The article bears reading for many reasons, but I was struck especially by its emphasis on ‘happy.’ I think that is an error in focus.

The whole idea of an employer making employees happy is presumptuous, in my view. There are too many variables not in the employer’s control. And an individual’s view of their happiness quotient changes, constantly.

As mentioned by both Jeff Bezos, Amazon founder and Tony Hsieh, Zappos founder, rarely do people know what will make them ‘happy.’ Happy may be an allusive goal, some folks have it, others don’t.  Happy isn’t an achievable outcome.

Control what you can control. Perhaps instead of happy, consider satisfied. (Some research indicates ‘happy’ is something one is born with.) Employee satisfaction can be ascertained, measured and even controlled. Beyond the formal testing/metrics, there is much you can learn just by being observant.

A few indicators to track employee satisfaction:

• Is there employee-traced vandalism?
• Is turnover high?
• Are people working productively?
• Do they volunteer for extra hours?
• Do they volunteer new ideas?
• Do they attend company sponsored events?
• Do they pick up after themselves?
• Do they refer their friends?
• Is there excessive absenteeism?
• What do employees say on exit interviews? Are they angry?

A coach’s view. I can share what is absolutely true and measurable. The reason most people leave their employer/job is they don’t feel appreciated. The corollary is also true. Many people accept jobs or stay in jobs where they are underpaid or perks missing because they know they can make a noticeable contribution will be appreciated, acknowledged and celebrated.

Continue reading 'Employee retention – Why employees stay'»