| Step Up Your Game in Tough Times
By Megan Martin
If you’ve been working for the same company throughout the current economic crisis, you may feel like you’ve spent the last several months aboard an emotional roller coaster.
A high-stress working environment can wreak mental havoc on even the most ‘together’ employee. If you find yourself biting your fingernails at the prospect of losing your job, you’re not alone.
Craig Dexheimer, Director of Operations and Administration for SALO, says that employees often lose their forward-thinking abilities during stressful times, but he reminds us:
"Company leaders need to focus on the future of their organization, and employees need to do the same thing. From a personal perspective, even during difficult times, you need to ask yourself: 'Where do I want to be in 3 years? Do I have the right resources? What does it take to get there?'"
Whether you’re currently employed or not, if you feel like you’ve been living in fear, it’s time to snap out of it and step up your game.
Rather than being stunted by anxiety and uncertainty, here are some tips for how you can take action and move toward your future.
Look on the Bright Side
In her August Psychology Today article “Working Through Fear,” Dr. Judith Sills tells us:
“Even as it makes us more self-conscious, fear also makes many people more alert. It sharpens your focus and rededicates your job performance.”
Sills points out that fear can build deeper bonds between co-workers and make them better team players. Extreme anxiety, on the other hand, can decrease problem-solving abilities, increase competition and cause disagreements on important projects.
The best advice Sills has for improving your work environment is to try to relieve some of this destructive anxiety. To make a stressful situation easier on you and your co-workers, try pointing out their contributions and strengths as much as possible. Organize lunch outings together where you can vent and share your fears. By encouraging collaboration and communication, you will think and work better as a team—which will look great to your supervisor.
Practical Strategies for Moving Forward
Networking
“The #1 advice I can give, whether you’re employed or not, is to remain connected to your network. It’s critical to stay in touch with those on your professional contact list,” says Dexheimer.
Dexheimer suggests staying alert to any opportunities that will allow you to move forward in your career. And your network is full of people who can keep you abreast of new possibilities.
Those who are currently unemployed face different challenges. “For those looking for a job, you’re competing against a much larger candidate pool,” says Dexheimer. “Having an abundance of contacts is key, no matter which situation you’re in.”
If you use an online networking service such as LinkedIn, make sure your resume is in tip-top condition and up-to-date on all of your past work and qualifications.
Revisit your resume and add any new initiatives or responsibilities you’ve taken on as your company has laid off coworkers or restructured.
As you meet new contacts and interact with older ones, show what’s unique about you and how your specific skills can truly help the organization you’re interested in.
Know the Strategic Plan
You may be wondering how you can showcase your talents and help your company move forward when you feel unsure about the new directions your superiors are taking. Many companies have shifted gears with economic changes, but left their employees in the dark about the future and how they fit into it.
“Hopefully as an employee you have a very strong awareness of the strategic direction for your function, but if you don’t, you need to talk to your supervisor to make sure you’re in the loop,” Dexheimer says.
Understanding where the company is going will help you to better see how your position fits into the firm's overall strategic plan. If you’re a job-seeker, do your research on companies and how they envision their futures.
Or simply ask during the interview what changes they’ve made and where they want to be. This will also show that you’re invested in more than just yourself—that you’re genuinely interested in helping the organization reach its goals.
Stay Visible
“If you’re employed, you need to be able to rise to the top,” says Dexheimer. “And if you’re looking for an opportunity, you need to prove that you have what it takes to make it happen.”
He says that staying visible, rather than hiding in your cubical, is key. He recommends volunteering for extra projects, taking on new responsibilities and taking the initiative to do your absolute best at all times.
“It’s always important to remain visible, no matter what the economic climate,” he says. “Right now, those who take on more than is asked of them and let their drive shine through are the ones who are really going to move forward.”
Dr. Sills also recommends taking notes on your boss’ weaknesses, then fill in the gaps—if she’s a visionary who can see the big picture but struggles with details, are there places where you can assist her with execution?
While it’s great to help with extra tasks, Dexheimer warns against spreading yourself too thin, even if you’ve had to take on too many responsibilities because of layoffs.
“If you’re continuously swamped and working 70-80 hours a week, it’s likely impacting your performance. If it is having a negative impact on your ability to perform at an exceptional level, you need to go to your manager with a business case related to why you need help,” he says.
You can’t be an integral part of your organization if you’re a top performer who is maxed out and underperforming from taking on too much.
However, if you can demonstrate reasonable ways in which you can actively help your organization move toward its goals, your superiors will see you as an irreplaceable resource moving forward.
Get in the Driver’s Seat
While it’s true that you need to be adaptable and willing to take on new roles as your company changes and evolves, you also need to make sure you’re moving toward your own future goals.
Employers appreciate employees who take ownership of the organization. Dr. Sills characterizes these employees as ‘idea-harvesters’—those who “come to the boss with suggestions for what could be done differently. Employees who are overwhelmingly not valued are those who are compliant but who expect the boss to always be the fountain of wisdom.”
Dexheimer recommends having a conversation with your manager about ways in which your current role might be re-envisioned in order to challenge you and help the company’s future.
“Prepare a list of bullet points that you can use to explain how you envision your position evolving in order to make sure you are aligned with the organization’s overall strategic plan,” says Dexheimer. “You’ll be seen as a great asset to your company.”
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