Options Growing for Career Development

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More and more research and information from industry sources that I’ve come across recently points to the increasing availability of more work options. Employers recognize that different types of employees require different benefits in order to be happy and thus productive at work. These could include increased learning and development opportunities, flex-work options, varied types of compensation, etc. All of this can affect how we are emotionally engaged at work and determine or affect our levels of productivity.

 

Tamara Erickson, president of The Concours Institute, and co-author of “Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent,” outlined six ways we engage emotionally with work:

 

 

  • low obligation – where work’s value is largely the near-term economic gain it offers.
  • expressive legacy – where work is about creating something with lasting value beyond ourselves (not likely in the tech industry where things can change fairly drastically every six months, but who knows—you might be the next Bill Gates. If so, thanks for reading my humble blog!).
  • secure progress – where work is about improving the family’s situation on a predictable, upwardly mobile path to success.
  • team victory – where work is an opportunity to be a valuable part of a winning team.
  • risk and reward – where work is one of multiple opportunities to live a life filled with change and excitement.
  • flexible support – where work is a source of livelihood but not yet, or not currently, a satisfying priority in your life.

 

In order to broker the best employment deal for yourself, you must first figure out what your philosophy on work is. What is its value to your specific situation? How do future goals or dreams play into the equation? Do you have dependents who count on your salary? Are you a freewheeling singleton or the lucky recipient of a fabulous trust fund? Ask yourself these questions and others, and then evaluate your organization’s history of compensating and/or dealing with employees to determine what bargaining leverage you may have while trying to broker a new employment deal.

 

The imminent war for talent has given good workers a bit more muscle with which to strategically strong-arm the best job situation. Arming yourself with the facts, internal (philosophical) and external (your company’s culture and employment policies), and in-demand certifications and other training and development options could put you in the right position to write your own work ticket.

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