Encouraging Those Who Have Lost Their Job

s(By Dan Simmons) 

Yesterday, a friend called me.  He had lost his position.  I've known him for about 10 years.  I’ve done business with his company and have watched him grow in his career to a position of responsibility.  We're not really close, but close enough to make me want to help.  That led me to this article . . . what to say to your friends who have lost their jobs. 

With the nation facing increased unemployment, you probably know someone who just lost (or will soon lose) their job.  I've been in the employment business since 1991.  I've seen things go full cycle twice.  Here's what I’m telling my friend and I recommend you tell yours. 

I believe the best thing you can do is ask the right questions, offer solid networking advice and offer encouragement. 

Here are the questions . . .Figure out what you want to do with the rest of your life.  Your life has changed.  There’s no reason why it can't be better; you simply have to make it that way.  To do so, you need to determine what you really want.  I ask this question of everyone I interview, and you should ask your friend: "What's going to be important about your next job?"  If the first answer is money, ignore it and start again.  Make a list and pay attention to the top four to five responses.  Make a list until you get to money, and then quit.  I've asked this question for 18 years.  I get a few real answers, and then they say money.  They keep talking, but the stuff after money doesn't matter.  The items before money are the important ones. 

The next question: “When do you want to go back to work?”  I'll never forget Ed.  Ed had 30 years with Sears as a store manager when I knew him.  He had been part of a national downsizing, and he had a year of severance.  When he was laid off last April, I asked him when he wanted to go back.  He looked out the window, paused, and said that he wanted to go play golf.  I told him to call me when he was ready to go back to work.  He called me in September, and I placed him in October.  It took him a few months to get his head around the change and prepare for the next step. 

Are you and your family prepared for this change?  If not, it's time for a family meeting and some real discussion.  You need to have your family on board with you. 

Here is the networking advice . . .

• Get in touch with your previous bosses and line up your references.  Ask them who is hiring. 
• Contact those in the associations you belong to and share your resume.
• Use social networking tools like LinkedIn and Facebook to find college friends and associates from previous jobs.  Drop them a note.  Let them know you're available for consulting work or employment.
• Contact your professors.  They have friends and often are great sources of networking tools.
  

Here is the encouragement . . .Things happen for a reason, and things tend to work out for the best if you have a positive outlook, use your resources, and persevere.  Read success literature like Napolean Hill and take online seminars from motivational speakers like Brian Tracy.  Stay busy, take a consulting job if you can, find a part-time job, or volunteer.  Sitting alone in your gloom never did anyone any good. 

This business cycle will pass and employment will return to normal; it can't help it.  The Baby Boomers will eventually retire and leave holes in the ranks.  These holes can't be filled by fresh grads.  There simply aren’t enough of them.  Keep your spirits up—this, too, shall pass. 

If you have any questions about this article, or about how I can help you to meet your hiring needs, you can contact me at dan@consearch.com.

Choosing the Right Size of Organization

(By Don Hunter) 

(Editor’s Note: This is the third and final article in Don’s “Making Good Choices” series.  The first two articles in the series appeared in previous issued of The ASM.)

In the first two articles in this series, I examined the process involved with choosing a company that’s the right fit for your personality and also choosing the right type of organization (co-ops, family-owned businesses, large corporations, non-profits, associations, the government, etc.).  In this issue of The ASM, I’d like to conclude my series by exploring the factors involved in choosing the right size of organization. 
As you might imagine, there are quite a few factors to consider when comparing the pros and cons of working at smaller organizations versus a larger one.  They should all be included when analyzing and then deciding which situation would work best for you.Identifying the criteriaWhile many people, especially fresh graduates, might gravitate more toward the larger, Fortune 500 companies, it might be a mistake to overlook smaller companies and what they have to offer.  Below is a breakdown of five criteria. 

• Resources—As expected, larger companies hold the edge in this department.  They do so not only in terms of money, but also equipment.  Since they can usually afford the most up-to-date equipment, their employees enjoy the privilege of working with it.  This is typically not the case with smaller companies.

• Growth and development opportunities—Working at a smaller company could give you the chance to wear many hats and give you the chance to learn new skill sets and acquire new knowledge.  At a larger organization, where roles are more specialized, growth opportunities might take the form of special training classes (paid for by the company).
  

 

• Salary/compensation—As with resources, larger companies have deeper pockets to pay out more in salary, compensation, and benefits.  However, smaller companies can often compete with the big boys.  Another advantage they might offer are more timely raises and a more flexible schedule.
  

 

• Pace—This is one aspect that many people don’t consider at all or enough. Work at a smaller company usually transpires at a faster pace than a larger one, sometimes out of necessity more than anything else. Processes at a larger company are slower and more deliberate.  So that makes the pace at which you enjoy working quite important.

• Recognition—Those who crave recognition (and crave it on a consistent basis) might find employment at a smaller company more palatable.  That’s because the close-knit nature of the organization is more conducive to a company culture where both formal and informal recognition is a key part of employee retention efforts.

The key: knowing what you want

You might not be surprised to know that the key to choosing the right size of organization is knowing what you want in terms of your employment and your career.  Knowing what’s important to you is a major step in deciding if you’d like to work for a larger company or a smaller one.  As you can see, each one has its pros and cons.

If you haven’t already done so, make a list of your career goals and priorities.  What are the things you want to accomplish and in what timeframe do you want to accomplish them?  How much do you value advancement up the corporate ladder?  How important is skill development and training?  What role does compensation play in your decision?

All of these areas should be explored and documented.  Doing so will ultimately help you to choose the right size of organization, and ultimately, find the right fit in terms of your next employer. 

If you have any questions about this topic, please send me an email at don@bayresourcegroup.com.  And if you’re currently engaged in a job search or are interested in advancing the scope of your career, be sure to send me your resume.  I’d be happy to discuss your career goals and ambitions, including ways in which I can help you to achieve them.  Any exchange of information, including resumes, will be kept in total confidence and handled in a discreet fashion.

In Focus: Upcoming Calendar Events

(In this issue of The Animal Science Monitor, we'd like to focus on a pair of upcoming events within the animal science industry.  Below is a synopsis of each event, and you can click on the link provided for more details, including registration information.  If you'd like your meeting or event to be featured in a future issue of The ASM, please send an email to matt@animalsciencemonitor.com.) 

'New Horizons in Johne's Disease' 
The upcoming Second New Horizons in Johne's Disease Control Workshop will explore ways to deal most effectively with the disease at the farm level.  The workshop is scheduled for Monday, August 10, at Wiley Hall on the University of Minnesota campus.  It will be held in conjunction with the 10th International Colloquium for Paratuberculosis (ICP), which runs from August 9 to August 14. 

Click here for more information. 

'JAM' Meeting 
The 2009 Joint Annual Meeting (JAM) of the American Dairy Science Association (ADSA), the American Society of Animal Science (ASAS) and the Canadian Society of Animal Science (CSAS) will be held from Sunday, July 12, to Thursday, July 16, in Montreal, Canada.  This meeting provides attendees with the opportunity to learn about the latest dairy research, as well as the chance to network with research, extension, government, and industry leaders from around the world. 
Click here for more information.