These are unusual times — few of us have ever seen anything like this. You have a job now, but you're concerned about possible layoffs, and you want to reduce the chances of being laid off. Many career strategies of long standing no longer apply. For instance, a job with room for advancement might have been attractive a year ago, but a very secure job might be more attractive now.
To keep your job, when many others are losing theirs, recognize first that you aren't the only one thinking this way. Many of your colleagues are hitting Google looking for "how to avoid a layoff." Many are already applying what they've learned.
- Be irreplaceable
- Normally, being irreplaceable is undesirable, because it reduces the chances of promotion. These aren't normal times. Hang on to assignments that put you in positions the organization cares most about. Strategic importance is less critical than tactical importance.
- Work in the most important business unit
- If things get really bad, entire units — divisions, product lines, locations, subsidiaries — will be sold or closed. Being an irreplaceable part of one of those units won't matter.
- Work in a stable line of business
- Some companies serve multiple markets. The more stable the market, the safer you are. For instance, in advertising, serving the automotive market is riskier than serving health care.
- Skill up
- Acquire any skills, knowledge, or experience that would enable you to take on some of the responsibilities of a co-worker. If you already have such skills, make certain that the right people know. These skills will enable you to take on the duties of that co-worker after the layoff. Not having them makes you more eligible for layoff than someone else who has both those skills and yours.
- Tactfully decline re-assignment
- Unless a re-assignment puts you in a more secure position, you'll be the newbie when you get there. Newbies are more vulnerable to layoffs.
- Hang on to assignments
that put you in positions
the organization cares
- Be alert to high-level personnel changes
- Any change in personnel in your upward report chain could be significant for you. When you hear of a change or potential change, learn why it might be happening and what the consequences might be. Prepare yourself.
- Set Google alerts on your company and your report chain
- Google alerts can provide information about conditions and rumors long before any concrete events, by automatically sending you email when Google finds a hit that matches a search string you define. You can specialize to news. By setting alerts for your organization name and the names of people in your report chain, you can be tuned in to changes that might affect your position.
Is every other day a tense, anxious, angry misery as you watch people around you, who couldn't even think their way through a game of Jacks, win at workplace politics and steal the credit and glory for just about everyone's best work including yours? Read 303 Secrets of Workplace Politics, filled with tips and techniques for succeeding in workplace politics. More info
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More articles on Workplace Politics:
- Devious Political Tactics: Credit Appropriation
- Managers and supervisors who take credit for the work of subordinates or others who feel powerless are
using a tactic I call Credit Appropriation. It's the mark of the unsophisticated political operator.
- The Advantages of Political Attack: III
- In workplace politics, attackers have significant advantages that explain, in part, their surprising
success rate. In this third part of our series on political attacks, we examine the psychological advantages
- What You See Isn't Always What You Get
- We all engage in interpreting the behavior of others, usually without thinking much about it. Whenever
you notice yourself having a strong reaction to someone's behavior, consider the possibility that your
interpretation has outrun what you actually know.
- Rope-A-Dope in Organizational Politics
- Mohammed Ali's strategy of "rope-a-dope" has wide application. Here's an example of applying
it to workplace politics at the organizational scale.
- Managing Non-Content Risks: II
- When we manage risk, we usually focus on those risks most closely associated with the tasks at hand
— content risks. But there are other risks, to which we pay less attention. Many of these are
outside our awareness. Here's Part II of an exploration of these non-content risks, emphasizing those
that relate to organizational politics.
Forthcoming issues of Point Lookout
- Coming December 12: Effects of Shared Information Bias: II
- Shared information bias is widely believed to lead to bad decisions. But over time, it can erode a group's ability to assess reality accurately. That can lead to a widening gap between reality and the group's perceptions of reality. Available here and by RSS on December 12.
- And on December 19: Embarrassment, Shame, and Guilt at Work: Creation
- Three feelings are often confused with each other: embarrassment, shame, and guilt. To understand how to cope with these feelings, begin by understanding what different kinds of situations we use when we create these feelings. Available here and by RSS on December 19.
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- The Power Affect: How We Express Our Personal Power
- Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.
Beware any resource that speaks of "winning" at workplace politics or "defeating" it. You can benefit or not, but there is no score-keeping, and it isn't a game.