“In any given moment we have two options: to step forward or to step back into safety.”
ABRAHAM MASLOW
Work Transition & Self Transformation are two important factors that will determine how to successfully navigate changes in career & employment. In so many ways, this had both a personal & professional implications not only to me but to most professionals & employees I know.
Right after the pandemic, when the labor landscape totally changed, the excitement of returning to the workplace was somehow tempered by a completely new set of problems. Though some of the people that we’ve worked with have returned, picking up from where we all left off, some have not. A lot either resigned to change jobs, prioritized other things, transferred to other companies, preferred WFH set up or simply decided to just quit.
In some cases, due to market projections & business situation, employees either got retrenched or declared redundant. A few I know opted to retire earlier than planned or simply decided it is time to rest their weary mind & body and just enjoy the quiet life. A few I know completely went “went off the grid”, because either they went back to their home provinces, worked abroad or unfortunately were part of the casualty statistics and did not survive wrath of COVID.
As a consequence, HR faced a problem, though a good problem, it was challenging. With so many so many job openings & vacancies created, resorting to internal transfers and lateral promotions was not the instant answer to address the situation. Department mergers and process re-engineering had to happen due to fill in vacancies due resignations, retirements, promotions, transfers, career shifts and in some cases work abandonment.
I personally think that most companies and individuals were not ready on the immediate term. Organizational Development has not been given preferential attention. There was always a misconception that classroom training will address all gaps and prepare the employee/s to new role/s. Succession planning and employee development requires a good amount of time for identified high potential employees need to be trained, mentored and/or assimilate well. Being ready to face future challenges & new situations require time and have the actual experience to learn.
How can one transition well?
Transitions may either be caused by employees or by the employer. Though in so many ways, it is a good problem to have, it posed challenges both for the employee and the employer. Unless the OrgDev team, together HR & respective departments, had put into place a robust succession planning and employee development plan, coupled with a proactive business continuity plan (BCP), with all the opportunities and chances to move up in abundance, the challenge really was how to ensure that an individual, as an employee and as a professional, is truly ready, apt to speed and will become successful in positively impacting any organization instead of struggling through the changing situation and be affected operationally.
To transition well, one should am to upgrade skills and gain new knowledge either thru additional research, training, shadowing or simply asking questions can help. Make sure to bring with you transferable skills from previous work experience and be ready to discard old habits. Being open to new learnings and the possibility of using new work tools new.
When I transferred from manufacturing to the BPO industry, my acquired skills like problem-solving, helping mindset, communication, people management and data analysis have proven to be valuable as I navigated my way through the industry. It was also an advantage that I was an OD practitioner first and foremost so the current challenges on attrition & retention in the industry was something I had faced in the manufacturing industry. Sound communications skills have been helpful in creating a conducive work environment through it was a very competitive field.
The new type of work, new skills will have to be learned like upgraded computer skills, graphic design, MS office use and programs that clients or accounts use. The harsh reality is a new industry renders one completely a newbie.
I for one used to have the luxury of having battery of specialists at my beck and calling. Creating a team to address certain projects or study was the easiest. From handling a 50+ headcount to an almost stand alone or “one man full man” job could be challenging. Essentially, it could only be you for the meantime. In my case, thankfully am having a team…a “lean but mean” team though.
Transitioning to such situation is very challenging in the first few months. After getting the hang of it, it will feel quite liberating & professionally satisfying though. I had to humbly admit that what worked well for me in the past, cannot automatically translate to this new industry. On certain matters that I felt inadequate in terms of knowledge & experience, my former subordinates, who had transitioned well in the BPO industry were a source of knowledge, inspiration solutions and practical sense. It is also worthy to note that 85% of the BPO industry is made up of millennials & the Gen Z. Managing these group is a total shift from the way Gen X were brought up.
For the workplace, quick learners that require less coaching are easily appreciated because the way the business works these days is it speed in transition is key.
Some practical tips on how to transition well into a new job or industry:
Research about new job or industry. Learn about the applicable products, services or competitors.
Learn about the work culture and environment. Those that came from manufacturing might find the BPO industry too laid back while those that came from government employment might find private employment too demanding or to the point of being mistaken for being intrusive.
Seek opportunities to learn from others who have transitioned well into the new work environment.
Job & people shadow. Look for role models and mentors.
Build Building productive and supportive relationships from within the organization and from within the same industry.
Ask questions even the hard ones. Meet colleagues and seek knowledge.
Invest your time & attention on the onboarding programs.
Aside from work transition, question is what aspect of self transformation is required to be able to navigate through such changing work requirements, environment or profession. Though change of thought process, behaviors, and beliefs will help in reshaping oneself, it is the willingness to challenge the status quo and purity of intent that can trigger aspirations and goals.
Of all the transformations, physical transformation is the most basic. It is changing your physical appearance. From the very rigid and systematic way of identifying workers’ process, skills and rank through specific colors, badges and vests, BPOs do not really require such structure. Anything comfortable and feels good for the wearer if ok. Though I miss my tops, blazers & coats which made me feel & look sharp, the comfort and sporty look of informal wear is beginning to be my preference. I even attended an online meeting in my walking shorts.
In switching careers, acquiring new skills may take time but diligence and thirst for learning helps in one’s intellectual transformation. The difficult part would be the change in role. It could also be transitioning from a corporate job to entrepreneurship, from a supervisory to an individual contributor role or from government career profession to private employment. Whatever the change, it is always a transformation that is difficult to undergo.
From being the top honcho or sole decision maker on matters even beyond their span & control to somebody who has to seek consensus and follow process could be a very difficult change to accept. It is like a slap to one’s power ego where you are no longer absolute. The saying that “he who holds the rules….rules” no longer applies. Relationship transformation in another industry can be transforming into becoming relatable to the majority of workforce.
Inclusivity and diversity are big words for gen Z and millennials. The conservatism of the past generations is a bygone era. For such situation, relationship transformation is accomplished by way of improving communication, resolving conflicts, and deepening connections with others can lead to better results specially in a new environment. Stress management and resilience makes one more becoming more understanding, mindful and being able to regulate feelings with the goal of sustaining deeper relations with co workers.
In my recent engagements, I have found the hard way that it true. Without the proper work transition and self-transformation spells trouble. It becomes a very sticky situation.
Though not all struggled, understandably, it could be difficult to accept when one no longer dictates the pace and the volume of output because all should now undergo the proper processes & within clearly defined practices. With no secretariat to work on the details, a committee to study a process, or a second layer of consultants to rely on to accomplish a project follow throughs, can be a bottleneck. With the output being subject to audit plus a good dose of challenge process, it could mess up emotions, blur logic or impede compliance.
Personally, as a new person in a totally different industry, I have requested people I work with to please correct me when am wrong or gone astray. I need their honest feedback rather than praise or sugarcoated comments. I want hear what they hesitate to say. I realized early on that success can be blinding or deafening. Your comments, suggestions or even discourse are ro me not merely noise or rants that need to be dismissed or ignored. They are wake up calls and should be smacked into my face.
That will keep me grounded and focused on my goals while trudging the right path.
GOOD MORNING HARDWORKING PEOPLE!
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