How to deal when a company reorganizes
How to deal when a company reorganizes
Heads up, friends and neighbors. Companies are reorganizing, and if you’re working for them you know what that means: The earth is going to move under your feet. If you want to keep your balance even as those around you might be losing theirs, think about what you want to do, what you say and who you to say it to.
Let’s begin with the don’ts.
Don’t engage in a whisper campaign against management. In fact, don’t whisper about anything, even surprise parties. Don’t huddle in small groups or large groups — or groups of any size. Don’t hide. Don’t keep your head down. Don’t duck responsibility. Don’t shrug your shoulders. Don’t argue, defend or attempt to explain why you’re arguing, defending and explaining.
Don’t look for your boss. And if you locate him, or her, don’t make unreasonable requests (“you’ll protect me, right?”) or ask questions they can’t answer because:
1. They don’t know and would rather not say.
2. They do know and have been told not to say.
3. They don’t know what they don’t know and that’s pretty embarrassing. Don’t hang out with doomsdayers, naysayers, boss bashers, hair tossers, eye rollers and co-workers prone to public meltdowns. They’ll drain the energy you need to stand upright and get your job done.
What should you do?
Push the negativity aside. There’s plenty you can do, and ought to do, every day to stabilize yourself and the people who work with you. Opt for solutions instead of problems. If you want to ask questions, ask what you can do to help in the transition. If you want to stay busy, focus on increasing the company’s revenues or improving its profitability. If you want to manage your emotions, control what you can and let the rest of it go.
The company is reorganizing. You should, too. Take inventory of your habits, behaviors, systems and processes and determine the ways you can save yourself and others’ time, energy, money and aggravation. Instead of saturating yourself with blame for the situation you’re in, do something about it. If others are advancing because they appear to know more than you, do what they do: Study, learn and apply what you know in ways that can make an immediate difference for the organization.
If they have the style, you have the substance, but style appears to be winning, improve your style. Invite others to speak, to share their opinions, and add yours to theirs. Build bridges with ideas and connect ideas to actions that benefit the company.
If others appear to be advancing because they know the people you don’t know, do what they do. Put yourself out there. Introduce yourself to people you need to know and reintroduce yourself to people you need to know better. Go to meetings, get involved, get going on initiatives and get back to the team with what’s happening. Get to know people who easily connect to people who have influence. Ask them what they need and respond by telling them what you’ve done and can do and how you can be part of the solution. If others are advancing because they have something to say, then say something. Register opinions, offer perspectives, and advance ideas without having to be asked. Say what you mean like you mean it, without apology, hesitation or fear of being second-guessed. Say it because it’s part of the answer, not part of the problem.
If others are advancing because they make decisions, be a decision maker. Get involved and involve others. Be informed and inform others. Reaffirm, rethink, reinvent and reorganize yourself so that you add value to whatever comes next.
Joyce Richman is a speaker and career coach conducting seminars and workshops throughout the United States, and the author of "Roads, Routes & Ruts: A Guidebook for Career Success." You can reach her at 288-1799 or JERichman@aol.com. Watch Joyce Richman's latest career advice Wednesdays at 6:35 a.m. during "The Good Morning Show" on WFMY News 2 or visit http://www.digtriad.com/business/columnists/career_minute/
