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8 Ways To Tell If Your Job is At Risk

8 Ways To Tell If Your Job is At Risk

    It’s Friday! And while that may mean TGIF parties for many of you, Friday is also a day that is commonly considered the “best” day to lay off employees. Some companies are very good at keeping internal restructuring under wraps. However, there are often a few warning signs that indicate that your job (or even your whole division) may be at risk. Will your Friday night end with winks and beers or drinks and tears? Read on to find out if your job might be at risk.

    1. Watch the Markets

    If you work for a publicly traded company, it’s important to track the price of your company’s stock. The rise and fall of a stock isn’t a perfect barometer for predicting layoffs, but it can often be an early indicator.

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    You should also make an effort to track your company’s profit margins, whether or not you own stock in the company. If you see sharp drops in any quarter, brace for impact.

    2. Keep Tabs on Other Locations

    If your company operates out of multiple locations, keep your ear to the ground and stay abreast of any hirings and firings at other branches. Your market may be different from the other branches, but what happens at one branch is likely to happen at another branch.

    3. Look Out for New Faces

    In the movie Office Space, you know things are about to go south for Initech when two consultants show up and start to separate the wheat from the chaff. If your company starts hiring consultants, or creates a new directorial position that seems like it could also be used to cull jobs from your organization, this can be a warning sign that there are cuts in your company’s future.

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    Another type of fresh face to keep an eye out for are security guards at your building. The larger the company you work for, the more likely it is that your employer will hire extra security guards in the event that a laid off employee freaks out and needs to be escorted off the premises.

    4. Look for WARNings

    According to online job search expert Susan Joyce, you may be able to get up to two months of advance notice if there is a mass layoff in your company’s future.

    “In the US, companies meeting certain specifications are required to provide 60 days notice to affected workers and local governments in advance of plant closings and “mass layoffs.” This is a requirement of the WARN (Worker Adjustment and Retraining Notification) Act. A WARN notification is required if more than 500 people (or 33% of the “active workforce”) are being laid off. Check your state’s Department of Labor (or whatever it is called in your state) to see the notices that have been filed by employees in your state.”

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    5. Executive Meetings Becoming More Frequent

    If you hear tell that the execs from 5 different branches from all over the country are meeting with increased frequency, this is definitely a signal that there is something important worth talking about. It isn’t always a bad thing…but if there is a sudden increase in the frequency of these meetings, that might signal that the thing being talked about has urgent financial ramifications.

    6. Your Hours or Pay Are Reduced

    Before flat-out firing people, some companies prefer to offer pay cuts or reduced hours to their employees as a preliminary measure to cut costs. If this happens to you, or happens to other people in the company who are at your pay grade, this should set off some warning bells. On the plus side, you may be eligible for part-time unemployment benefits, depending on your state’s laws, which can cushion the blow while you look for a new full-time position.

    7. It’s Been Ages Since You Got New Office Supplies or Technology Upgrades

    A company in financial trouble will likely cut back on office supplies, which might range from pens and paper to desktop computers and company-provided phones. If the office itself is starting to look run down and like its in need of an upgrade, it’s indicative of excessive belt-tightening measures.

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    8. Your E-Mail Suddenly Gets Managable

    According to Brian Satterfield of HRWorld, a sudden change in the volume of your e-mail is never a good sign.

    “A sudden, pronounced and prolonged drop in the volume of email you receive may be a welcome respite from communication overload, but it also might mean that key projects that would have normally been assigned to you are being handled by employees that the company sees as key to its future. Meaning, not you.”

    Conclusion

    Friday is actually a terrible day to fire people, according to Karen Lucas, a Chicago executive coach. She says that firing employees on a Wednesday is better because they don’t have to wait for two whole days to start their job search or apply for unemployment.

    We hope that these warning signs have been helpful, and we hope that everyone reading this has a long, happy career at their current company.

    Have you recently been fired or laid off? What warning signs did you notice before you got the axe? Tell us in the comments below!

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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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