I started Career Bloom in 2012, with the goal of offering career advice to working professionals through my blog posts and 1-1 email advice, and paid career services. Over the years, I have realized is that awareness of the need to manage career is very low among professionals, so they don’t feel the need to get career advice, even for free! While I have offered email advice to over 500 people over last 2-3 years, I now believe I should spend more energy in promoting awareness. This revamp is a part of this new direction. Career Bloom will now offer thought leadership and advice through blogs, articles, books, career tools, all with the intent of promoting awareness about career. I will no longer offer career advice, free or otherwise, as a service. I still welcome and encourage your feedback on the posts, and I will still respond to all your emails, even when you ask for career advice!
I wish you a good career, and I hope I will be able to help you become effective at your workplace.
It happens with everyone: you expect certain salary raise, it doesn’t happen, and you get bitter. Is there a better way of dealing with this situation?
R W Emerson said, “What you do is so loud in my ears that I can’t hear what you say.” This is an excellent adage to follow when dealing with senior leadership within your organization. This is a reality most people have to face in their organization.
Many organizations end up creating and fostering employees who perform well but have bad attitude. It is good to understand why these employees survive and thrive, and what you can do about it.
More often than not, you deal with incompetent leaders in your organization who get in your way rather than help you. It is important to understand this reality and work around it. And when you do find a good leader, you stay around them as much as you can because they are a rare breed.
It is important to distinguish between skill-based and experience-based competencies when deciding what to build your expertise in, otherwise you will quickly lose advantage at workplace.
Stack ranking keeps the ‘valuable employees’ in focus, Bell Curve forces managers to be realistic in rating performance. These are good tools but are too hard to use, and their use ends up creating more harm than good. So how do you deal with them?
Compensation Planning in most organizations are dependent on market and business conditions, and so it is important to understand those dynamics and not confuse it as a measure of your capabilities or performance.
Performance appraisal systems were designed using assumptions that don’t hold true in modern workplaces. No wonder appraisals yield upsetting results!
This post is part of the series on 9 Realities of Modern Workplace.
In this post, we talk about Reality #2: “Organization deliberately sets up goals for people and departments that conflict with each other“.
There are 2 reasons why organizations end up creating conflicting goals:
- Organizations need a healthy checks-and-balances system. They need one set of people to keep a tab on what another set is doing and hold them accountable. For example, finance team is there to make sure money is not being spent unwisely by other groups (of course, they have other goals too!).