In times of uncertainty, job security becomes a major concern for many individuals. Whether it’s due to economic downturns or changes in the industry, the fear of losing one’s job can be overwhelming. However, there are steps you can take to increase your job security and give yourself peace of mind. Here are six tips on how to increase job security during uncertain times.
Focus on Your Performance
Your performance is one of the most critical factors in job security. Managing the controllables, ensure you’re delivering high-quality work, meeting deadlines, and communicating effectively with your colleagues and superiors. By consistently demonstrating your value, you’re more likely to be seen as an asset to the company.
Stay Informed on Industry Trends
It’s essential to stay informed about industry trends and changes. This will help you anticipate changes that may affect your job and enable you to adapt quickly. Read industry publications, attend conferences, and participate in professional organizations to stay informed.
Expand Your Skill Set
The more skills you have, the more valuable you are to your employer. Identify areas where you can improve your skills and take advantage of any training opportunities available. This will not only increase your job security but also help you advance in your career.
Build Relationships with Coworkers and Superiors
Strong relationships with your colleagues and superiors can go a long way in increasing your job security. Build rapport with your colleagues, collaborate on projects, and seek feedback from your superiors. This will not only improve your job performance but also help you build a support system within the company.
Be Proactive and Adaptable
Uncertain times require flexibility and adaptability. Be proactive in identifying problems and proposing solutions. Be willing to take on new responsibilities and be open to change. This will demonstrate your commitment to the company and make you more valuable as an employee.
Maintain a Positive Attitude
Maintaining a positive attitude during uncertain times can be challenging, but it’s essential. Your attitude can impact your performance, relationships with colleagues, and overall job security. Stay optimistic, stay focused, and remain committed to your work.
Job security is essential during uncertain times. By focusing on your performance, staying up-to-date on industry trends, expanding your skill set, building relationships with colleagues and superiors, being proactive and adaptable, and maintaining a positive attitude, you can increase your job security and give yourself peace of mind. Remember, job security is not just about what the company can do for you, but also what you can do for the company.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Lateral career progression refers to the path of career advancement that involves transitioning to a different role or function within the same level of the organizational hierarchy. Unlike traditional vertical career progression, which involves climbing up the corporate ladder through promotions and advancements, lateral progression allows individuals to gain new skills, experiences, and perspectives by exploring different areas of the organization.
In today’s rapidly changing business landscape, lateral career progression is becoming more popular as organizations look for innovative ways to develop and retain their talent. Here are some key benefits of lateral career progression and tips on how to successfully navigate this type of career path.
Benefits of Lateral Career Progression
Broadens Your Skillset and Knowledge
One of the biggest benefits of lateral career progression is that it allows you to gain a diverse range of skills and knowledge by working in different departments or functions. This can make you a more well-rounded professional, capable of tackling complex challenges and adapting to changing business needs.
For example, if you are a marketing professional who moves into a product management role, you’ll gain insights into product development, pricing, and customer research that can enhance your marketing skills. This can help you become a more effective marketer, capable of creating targeted campaigns that resonate with your target audience.
Increases Your Marketability
Lateral career progression can also make you more marketable to potential employers. By demonstrating your ability to work across different functions and departments, you can show that you have a diverse range of skills and experiences that can be applied to different roles and industries.
Enhances Your Network
Another benefit of lateral career progression is that it allows you to expand your professional network. By working with different teams and departments, you can build relationships with colleagues who have different skills, experiences, and perspectives. This can help you gain new insights into your industry, learn about new job opportunities, and develop new mentorship relationships.
Tips for Navigating Lateral Career Progression
Identify Your Goals
Before embarking on a lateral career move, it’s important to identify your career goals and what you hope to achieve by making the move. This can help you identify the right opportunities that align with your long-term career aspirations.
Build Your Skills
To successfully navigate lateral career progression, it’s important to continuously build your skills and knowledge. Take advantage of training and development programs offered by your organization, attend industry conferences and events, and seek out mentorship opportunities to learn from colleagues who have more experience in your target area.
Communicate Your Intentions
It’s important to communicate your intentions and career goals with your manager and colleagues. This can help you identify opportunities for lateral moves and make sure that you’re aligned with your organization’s strategic priorities.
Be Flexible and Adaptable
Lateral career progression can sometimes require you to step outside of your comfort zone and take on new responsibilities. It’s important to be flexible and adaptable in these situations and to embrace new challenges as opportunities for growth and development.
Emphasize Your Transferable Skills
When applying for new roles, it’s important to emphasize your transferable skills and how they can be applied to different roles and functions. This can help you stand out as a candidate and show potential employers that you’re capable of taking on new challenges.
Lateral career progression can be a valuable way to gain new skills, experiences, and perspectives within an organization. By taking a strategic approach and building your skills, communicating your intentions, and being flexible and adaptable, you can successfully navigate this type of career path and achieve your long-term career goals.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
When it comes to job training programs, internships, and apprenticeships are two popular options available to individuals to those looking to shift or start their careers. Despite their many similarities, there are fundamental differences between the two. In this article, we’ll examine what internships and apprenticeships are, as well as the differences between these two types of job training.
What is an Internship?
An internship is a temporary work placement usually offered by companies or organizations to students or beginners in a specific field of work. Interns have the opportunity to gain experience in their chosen field, learn more about the particular job, and obtain valuable skills and knowledge to supplement their in-class education. Internships usually last anywhere from six months to a year and can be either paid or unpaid, depending on the employer.
Internships are an excellent opportunity for students to transition into the workforce and get insight into a particular work environment. As an intern, you will usually be paired with a mentor in the company who will guide you throughout the experience. Moreover, having an internship on your resume will give you a competitive advantage when applying for jobs.
What is an Apprenticeship?
An apprenticeship, on the other hand, is a structured training program designed to provide individuals with the skills and knowledge needed to enter a specific trade or occupation. In an apprenticeship program, you will work under the supervision of experienced professionals in your chosen field while attending classroom training at the same time. Apprenticeships typically last for a more extended period, ranging from one to four years, and can include on-the-job training, classroom instruction, and industry certification.
Apprenticeships are ideal for those who want to start a career in the trades like plumbing, carpentry, electrical work, etc. Apprenticeships are a great way to get real-world experience and earn money while learning.
Key Differences between Internships and Apprenticeships
While both internships and apprenticeships involve on-the-job training, there are several differences between the two:
1. Duration and Structure: Internships usually last between 3-6 months up to one year, whereas apprenticeships last for a more extended period, ranging from one to four years. Apprenticeships are more structured with a specific outline of what’s expected to be learned at each stage.
2. Qualification: Internships are not necessarily created to lead to certification, whereas an apprenticeship is designed to provide industry certification upon completion.
3. Level of Experience: Generally speaking, internships are geared towards students or people in entry-level positions, while apprenticeships are intended for people with at least high school qualifications.
4. Focus: Internships are a way to learn about a particular field or occupation and gain experience in that field. Apprenticeships are intended to train individuals in a particular trade or industry.
Both internships and apprenticeships provide practical job experience and training. However, the two programs differ in terms of learning outcome, duration, and structure, leading to specialization in different fields. Deciding which program to enter depends on the career path and qualifications at hand. In conclusion, to succeed in today’s job market, it’s essential to gain relevant job experience and training in the job market.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Exit interviews are a great way to gain valuable feedback from employees who are leaving your company. However, if not conducted correctly, these interviews can be meaningless and potentially damaging to your organization. Here are the top do’s and don’ts to make the most out of exit interviews.
Do’s:
1. Be prepared: Before conducting an exit interview, prepare a list of questions that will help you understand why the employee is leaving and what the organization could have done differently.
2. Let the employee speak: Let the employee speak candidly and listen actively. Encourage them to share their honest opinions and refrain from interrupting them, defending the organization, or arguing with them.
3. Give feedback: After the employee shares their feedback, thank them for their candor, and provide feedback on how the organization intends to address their concerns.
4. Maintain confidentiality: Ensure that the employee feels comfortable sharing their feedback by maintaining confidentiality.
5. Use the information wisely: Use the information gathered from exit interviews to improve the organization’s culture, policies, and practices and to help retain future employees.
Don’ts:
1. Wait too long: Conduct the exit interview as soon as possible after the employee leaves. Waiting too long can make the interview feel less meaningful or less useful.
2. Be defensive: Refrain from becoming defensive or confrontational if the feedback is negative. Avoid getting personal or blaming the employee for leaving.
3. Ignore the information gathered: If the feedback is negative, don’t ignore or dismiss it. Instead, use it to make positive changes within the organization.
4. Disparage the employee: Avoid making negative comments about the employee or their performance during the exit interview. This can create a negative impression of the organization and make the employee feel uncomfortable.
5. Make false promises: Don’t make promises that the organization cannot keep. Be honest about what can and cannot be done in response to the employee’s feedback.
Exit interviews can be a powerful tool for organizations to improve their culture and retain their employees. By following these do’s and don’ts, organizations can conduct effective and meaningful exit interviews that can help them grow and succeed.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.