Break the wrong-job cycle

On May 4, 2020
Break the wrong-job cycle

In the May 5, 2020 Ask The Headhunter Newsletter a reader falls into a wrong-job problem and can’t keep a job.

Question

I’m a dedicated, loyal employee, and I would do anything for my employer. Why, then, do I lose my job every few years and have a hard time landing a new one?

Nick’s Reply

wrong-jobThe easy answer would be that you’ve just been unlucky and that you got caught in a series of unfortunate downsizings through no fault of your own. But that would make for a very short column.

Your question, which is not detailed enough for me to really answer, nonetheless raises a bigger question that’s relevant to everyone: Why do people take a job, only to find themselves job hunting again so soon? Let’s tackle that, and I hope you’ll find something useful for your situation.

A good job is the right job

The economy obviously affects jobs, but you can’t control the economy. So let’s consider something you do have some control over: the choices you make. I believe that most people go job hunting because they took the wrong job to begin with. This is a subtle phenomenon worth thinking about.

Some people take a job because it’s offered, not because it’s right. Some take jobs because employers flatter them, not because they’re particularly interested in the company or the job. Lost in the joy of being judged worthy, they forget to judge the job and the company, and to think about whether the job being offered is really the kind of long-term investment they want to make. (See Forget Glassdoor: Use these killer tips to judge employers.)

A wrong job is not going to be a good job. It will quickly turn into a recent job.

The wrong-job cycle

Relieved to be “off the street” (or overly impressed at being recruited), wrong-job takers will accept work that does not satisfy them. They will rationalize a poor choice and try to live with it. Gradually, their morale drops and their performance suffers. The effect is cumulative, and eventually the mismatch becomes glaring. They get fired, laid off, or they quit.

Because the parting was bitter and probably sudden, the next job search is likely to be desperate. This job seeker is likely to make a similar mistake. The wrong-job cycle starts again.

(Looking at this from the employer’s perspective, when faced with doing lay-offs, employers favor keeping productive workers with good attitudes. How has your choice of a job affected your attitude? Are you the obvious sourpuss to eliminate when cuts are made?)

Now, I don’t blame anyone for taking a job — any job — to pay the rent. But if you reveal a poor attitude at work because you accepted a job you don’t really want (or because the economy depresses you), then I have little sympathy. When you accept that job and that paycheck, do the job with pride no matter what it is, and learn to smile until you move on.

You can keep the right job

When you find your next job, will you choose it, or will it choose you? That is, are you pursuing what’s good for you, or settling for what comes along? You’re more likely to keep the right job than any job, so choose carefully.

Success depends on making good choices to begin with. When you choose a job that stimulates and keeps you engaged, it shows in your performance and demeanor. Being on the right job drives creativity, which in turn can help your company out of a jam — and keep you employed. Will you choose a job that inspires you to be a profitable worker, or one that’s likely to make you start job hunting again?

I’ve met far more people who took the wrong job than the right one. Before you take a job, ask yourself whether you’re doing it for the right reasons.

  1. Is it a job you sought out, or did it just fall into your lap?
  2. Do you really know what you’re getting into, or are you just in a hurry?
  3. Are you truly motivated by the work, or are you merely looking for a pay check?
  4. Can you really contribute to the success of the employer, or will you just show up and mark time?

Again, if you need money, I’ve got no quarrel with you. But please realize that later on you may wonder once again why you are unhappy or why you got laid off. Break your wrong-job cycle.

Try to look ahead. Find the right job, and you might not have to search again so soon.

Why do people take the wrong jobs to begin with? What factors tell you that a job is right or wrong?

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What’s Better: Quit or get fired?

On January 7, 2019

In the January 8, 2019 Ask The Headhunter Newsletter a reader wants to quit or get fired.

Question

If a person has a choice, what’s better — to quit a job or get fired?

Nick’s Reply

fired

Some suggest that the answer is obvious — quitting is better because then you won’t have a record of being fired. Who wants to say they got fired or terminated? And who wants to explain why they got fired?

I think what’s better is not so clear. Here are a few things to consider. (Please note that we’re assuming that if you got fired, it was not for truly egregious or illegal behavior.)

The sucker punch

Some companies that want to fire you will “give you the opportunity to resign instead,” implying they’re doing you a favor. It’s a common pitch offered by an HR manager. But it can be a sucker punch, especially if you’re losing the job through no fault of your own; for example, the company is experiencing a downturn.

In all of the 50 United States, if you quit your job you likely forego unemployment benefits because you chose to leave. When you quit, the employer saves money. According to NOLO, whether you can collect unemployment may depend on the reason you quit. (Unemployment Benefits: What If You Quit?) That can be a hefty price for quitting.

I might prefer to get fired if I have a choice, and that’s not just because I might lose unemployment benefits.

What’s on your record?

Many people shudder at the thought of having “fired” on their record. But that record is not public or easily accessed. An employer that fired you is usually loathe to disclose it during a reference check for fear of getting sued. So I’m not sure your record will be a problem.

However, if you got fired because you did something really bad, or because you did a truly lousy job, you have a very different problem — a bad reputation. A bad rep will grow and grow and follow you around. Employees with bad reps may not be exposed via formal reference checks, but back-channel chatter about them will likely circulate.

A badge of honor

Some employers are known to be terrible places to work. Getting fired can be a badge of honor. Emotionally, it might even be empowering. And it might even signal to a competitor that you’re a nice catch!

If you’re going to explain being fired, keep it brief and focus on what you can do to help the new employer — and why you are worth hiring. But don’t worry so much about getting fired. It’s not the end of the world. See Fired for my ethics!

Notice the time

If you get fired, your job is usually instantly over. If you quit, you likely are stuck with giving two weeks’ notice. Notice the difference. That’s time you could spend looking for a job you really want, or time on vacation to regroup. I’m not suggesting you go out of your way to get fired — but if you don’t really want to quit your job, don’t let getting fired scare you.

Legal recourse

If you quit a job, it’s your choice. If you are unwillingly terminated, you may have legal recourse. For example, the action may in fact have been discriminatory or it may have been done in violation of some law or written company policy.

If you’re going to get fired, consult an attorney. Know your rights. You might not have that option if you quit.

Why did you get fired?

People who get fired usually fear being asked why they left their last job. What if you have to admit you were fired? (See How much should I say about getting fired?)

First, you don’t have to admit anything. (Of course, you should not lie. Declining to answer a question is not lying.) Why you left a job is private — and I think that’s a legitimate answer.

But, “Whoa, there!” an uninitiated and naive career coach will shout. “If you don’t answer the question, an employer will find it suspicious and reject you!”

It’s a matter of how good you are at declining to answer and shifting the discussion to what really matters. For example, your abilities and your references:

“I’d prefer to leave it at the fact that my employer and I parted company. You will find that my references are excellent. I’m here because I believe I can show you how I’d do this job more profitably for you than anyone else. Would you like me to show you how?”

Yes, they can reject you. But if you fear you’ll get rejected anyway because you were fired, why disclose it at all? Take your chances on a different approach! What really matters is whether you can prove that this employer needs you.

If you are a highly desirable hire, all kinds of factors can be put aside, including why you left your last job. So please hear me: What matters is demonstrating that the employer needs you. That’s the negotiating position you want to cultivate. See Stand Out: How to be the profitable hire.

We’re all in the same boat

Now comes the fun part that frantic job seekers are too nervous to realize. The odds that the manager interviewing you has also been fired at some time are greater than zero. Most managers understand that getting fired doesn’t necessarily mean you did something wrong or that you failed at the job.

It might have been a poor match; the company might have experienced a downturn; there may have been a personality mismatch with the boss; or, the company that fired you might be — yes — inept.

So, politely ask the hiring manager, “Have you ever been fired?” If you’re afraid to ask that question, then you probably aren’t ready to have a job interview. This is a serious business exchange where you must ask questions as tough as the manager is asking you. Such a candid discussion can be a great way to break the ice and find common ground.

Whether you quit or get fired, check these tips about how to handle parting company with your employer: Quit, Fired, Downsized: Leave on your own terms.

Would you rather quit or get fired? Why? What are the upsides and downsides people should consider?

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Should I take a 30% pay cut to keep my job?

On September 19, 2016

In the September 20, 2016 Ask The Headhunter Newsletter, a reader doesn’t see a pay cut as a good deal.

pay cutQuestion

Yesterday my company, which is experiencing cash flow difficulties, asked me to take a 30% salary cut to keep doing the same job and still at full time. Do you have any tips on how to respond? I feel like I’ve been bushwhacked.

Nick’s Reply

The obvious answer is to tell them to shove it and quit.

But if that were your first choice, you wouldn’t be asking for tips. There are several ways you could respond, so let’s consider some of the issues before I offer some suggestions you could tweak to suit your needs.

Let me ask a key question:

Did they give you any indication or evidence that they expect to return your salary to normal again? When?

If they’ve communicated nothing about that, it’s a bad sign. If they’ve made promises, ask for it in writing. How they respond will tell you all you need to know about the company’s viability. Good management is honest with employees and makes and keeps commitments. A company that leaves you in the dark about what’s really happening is in more trouble than it seems. Don’t ignore signals about this.

You need to decide how much you need that cash flow yourself. That will dictate what you should do next: wait it out or move on immediately?

Another question:

Is there anything you can say or do that would bring your salary back up?

In other words, if you decline the cut, would they keep you on at your regular salary? I doubt it. So the choice is, do you accept the new terms while you look for a better job (without disclosing that’s what you’re doing), or do you quit and focus all your time on a new job?

Only you can answer that.

Negotiate a pay cut

This might work if your employer is likely to recover financially: Ask if they’d leave your salary at 100% on the books, pay you 30% less, and issue a promissory note for the balance. That is, an IOU. Then you might have standing to collect when they go bankrupt and a judge has to decide whose debts get paid first by the court.

Or, play tit for tat: Take the pay cut if they’ll take a work cut. Offer to work 30% fewer hours. Always be aware that opening a negotiation can result in the other guy withdrawing the deal entirely. That is, they might just tell you to leave now. But you could just leave now, too.

Fall back on this

Now I’ll give you my second best advice. Talk with a good employment attorney before you answer about the 30% cut. I know an attorney will cost you a few bucks, but consider how much that pay cut will cost you over the next one or two months. An hour with an attorney will probably seem like a good investment if your goal is to work out terms.

If you’re pretty sure the pay cut will turn into a layoff, start preparing now. Here are a few other issues to consider, from my PDF book, Parting Company: How to leave your job:

Should you volunteer to get laid off?

You might be able to get a severance package that costs the company even less than keeping you on at a 30% pay cut — if you volunteer to leave. (See pp. 26-27.)

Should you tell your boss you’re leaving?

Are you going to start a job search? Your boss probably wouldn’t be surprised — but I advise you not to disclose what you’re doing. If you’re going to rely on whatever meager salary they’re going to keep paying you, don’t risk it by appearing disloyal because you’re looking for a new job. (See pp. 38-39.)

If you’re ready to quit, see How should I quit this job? If you’re not going to read the book, at least read the article Parting Company: How to leave your job.

Stand up to downsizing

Are you pretty certain the company is going to fire you soon? From the book:

“Be smart. If you’re caught in a downsizing, don’t let yourself be pulled under by the current of panic. Everyone grabs the same life preservers: the job postings, the resumes, the cover letters and the random interviews. By that point, the channels of the employment system are clogged with so much competition that surviving the trip is debilitating, if not impossible.” (See pp. 23-25.)

In other words, don’t be the last one out the door pursuing the same jobs as your laid off co-workers!

Prepare and plan for the worst. When employers ask their employees for money — make no mistake, that’s exactly what this is — it’s a bad sign.

The only thing that would make me feel better is if your employer puts some skin in the game, too, in one of the ways I suggest above. But here’s my best advice: Immediately start a job search and get ready to move on — but be careful. (See How your old boss can cost you a new job.)

I wish you the best with this, but I doubt it’s going to work out well.

Did you ever take a pay cut to keep your job? How did it turn out? What would you advise this reader to do?

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Pssst! Here’s where you should be recruiting top talent!

On October 24, 2012

Here’s an excerpt from a comment posted by Mason on another column, Get Hired: No resume, no interview, no joke:

The problem is this. Employers actually LOVE this current job market. They can control costs by paying exactly what they want for a given job/position…and they have an ENORMOUS pool of willing applicants from which to choose. Some of them, I would say most of the Fortune 1000, are doing well and extremely profitable. There is little reason or incentive for them to hire more people.

I just got rejected after 9 AM in the morning after I applied for a job at midnight. Something tells me a human didn’t actually read my application.

Companies who treat the employees like crap will be emptied out of their good employees once the economy gets better. Of this I am convinced. If a company craps on people in the bad times, they certainly cannot be trusted in the good times….

I think Mason is right. I saw his prediction come true in Silicon Valley more than once, after a bust cycle turned into a boom. Here’s how it works — and you tell me if you agree.

During a bust, revenues and profits crash. Business tanks, and companies lay off workers because they can’t afford them. As the cycle turns and we start toward a boom (or think we are, anyway), sales take off, revenues spike, and profits surge.

Junk profitability

The dirty little secret, though, is that a big part of the soaring profits stem from higher productivity that results from lower staffing levels. Fewer workers are doing more work, which yields higher profits for employers. This is nice. But it’s unsustainable. It’s junk profitability.

While some of the higher productivity can be attributed to increased efficiencies created by technology, much of it is still due to artificially low staffing levels. Companies today are teetering on the bleeding edge of high profits, and they really don’t want to start hiring again if they can avoid it.

Where the talent is ripe for the picking

The question is, how long can they sustain these levels of productivity and profits? Over-worked employees will leave the minute someone makes them a better offer.

And that’s an enormous opportunity for companies that get it. Riding the wave requires deft skills, and greed just causes more crashes. Some top-notch workers are already looking for better deals — because the economy is at a tipping point.

If you want to recruit top talent — dedicated workers who are ready to move — you need look no farther than the most profitable companies that haven’t been hiring. They may be advertising jobs, but as Mason suggests, they’re just pretending. They’re not hiring at levels significant enough to sacrifice their artificial profits. Their best employees are ripe for the picking.

Note to those employees whose eyes are wandering — these signals point to renewed freedom to negotiate really good compensation and benefits deals. I believe it’s always good to leave a few bucks on the table when negotiating, as a sign of good faith, but don’t leave too much. As Mason suggests, you still can’t really trust them, so take some profit of your own on the front end.

What’s your take?

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