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8 Signs You May Be Losing Your Job Soon

8 Signs You May Be Losing Your Job Soon

There comes a time in a person’s life when a job loss, whether through company layoffs or a self-induced firing, is imminent. When you’re able to recognize that job loss looms on the horizon, there are a few things you can do to try to prevent it, such as working harder, drawing attention to your results, and bringing in revenue through referrals for your company. But how does one know where or when the ax will fall? What are some signs your boss is considering letting you go? Look for these 8 indicators that you may be losing your job soon.

1. You’re Suddenly Being Micromanaged.

You thought you worked at a “cool” company that understood micromanaging was a waste of time and employees could be more productive if left to their own devices. But out of the blue, your boss asks you to keep records of how you spend your day or requests client documents or presentations you’ve prepared in the past. This is a major indicator you’re under close review, and although the reasons could be good (you’re up for a raise? Promotion?) be wary that they could also be bad. Be especially wary if you didn’t ask for a raise or promotion and there are no open positions above you to be filled.

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2. Your Work is Being Redistributed.

If your work is suddenly being redistributed to others, it’s probably not because your boss sympathizes with your schedule and feels you’re being overextended. It doesn’t look good if someone else or several other people can handle your book of business on top of their own, and it’s difficult to justify overworking other people so you can be freed up. This action could be the company’s way of planning ahead.  They don’t want to leave your clients in the dark in the weeks that follow a firing, so they’re preparing by assigning your tasks to someone else.

3. You Don’t Feel the Pressure.

Your boss doesn’t seem to care about the quality or quantity of your work anymore, and on the days of major deadlines, he or she is nowhere to be seen or heard. Normally, they’re breathing down your neck every step of the way and demanding perfection from every nook and cranny of your capability. While it might be a relief that they’ve finally let up and have trusted you with your responsibilities, that might not be the real reason why you’re not feeling the pressure anymore.  Your boss doesn’t just stop caring out of the blue, and unless you’ve previously discussed taking on more independent responsibility, this might be a sign that you’re treading dangerous waters.

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4. You’re Not Sure What You’re Doing Anymore.

You went from managing your own portfolio and book of business to performing menial tasks or doing things that don’t generate results. Instead of working the front lines, you’re asked to step aside and work behind the scenes, and you find yourself abandoning the projects you cared about to help other people get ahead. You’re no longer the idea person and you feel you’re not being heard when you express your opinion. It’s a slippery slope and it’s possible your boss thinks you’re under-performing and testing you out in other areas to see if it’s worth keeping you at the company.

5. You’ve Made a Huge Mistake (Or Several Small Mistakes).

In corporate eyes, mistakes equal money lost. No matter how good of a relationship you have with your co-workers and superiors, a company can’t manage to hold on to someone whose poor performance threatens the profit margin. In your head you secretly blame the company for overworking you until mistakes were unavoidable; you blame your subordinates for not double checking you and your colleagues for distracting you. But in the end, all that matters is what’s on paper: your name, your mistake.

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6. Your Co-workers Treat You Differently.

With a boss holed up in an office down the hall and not always an integral part of the action, your co-workers are often the first indicator you’re not pulling your weight. They certainly wouldn’t know about a firing before you would, but they’re reactions to your work exemplifies the reaction of the company as a whole. With so much emphasis on team building in corporate culture, colleagues tend to keep mental track of who is doing well and who isn’t. They want to know who to go to for advice or assistance and who to avoid. If you’re the one they tend to avoid, it could be because they don’t trust your advice, they don’t consider you a team player, or they’re disappointed with the quality of your work.

7. Everything Has Drastically Changed.

Pulling 180s often signifies something is amiss. If a company is doing tip-top and profits are high, there would be no reason to completely change the way it’s run. But if suddenly every process is altered and the business strategy shifts, it could be a sign your company is in danger and layoffs are imminent. If you consider yourself a valuable employee and you’re hoping to make the cut, start gathering your portfolio of your best work and building a case for them to keep you. Focus on results: what have you done for the company and how can you back it up? If they’re really going under, they’re going to want to keep only the best that can possibly pull them back to the surface.

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8. You Hate Your Job.

And it shows. You don’t get along with anyone in the office, you don’t like your superiors, and you constantly complain about your duties. In this case, getting fired may be the right thing for you. Use it as an opportunity to seek out something you’d enjoy. And in the meantime, develop a sense of what it is you’d like to be doing. Take up hobbies, read, research, search the web for careers that sound interesting, volunteer, and network as much as you can.

Count Your Chickens

The best thing you can do when getting fired or laid off is to be prepared. Instead of crying and screaming in your boss’ office, ask questions. What led to this? What could you have done differently? You also want to leave a professional and positive opinion of your work in case they’re contacted by future prospective employers. Outline what you’ve done for the company that generated positive feedback from your superiors. List any projects you worked on that tracked numerical success. And lastly, thank them for the opportunity.

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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