Types of job change: Tips for those who have moved up, those who switch, and who are successors
Content
- Different roles of job change
- Reorienting your career: 5 types of job change ...
- Tips for climbers
- Tips for career changers
- Tips for successors
- Tips for high flyers
- Tips for renovators
Every job change is different. A management job, for example, requires completely different behaviors and priorities than working on a new project. The higher the position, the less it depends on specialist qualifications or specialist knowledge and the more on general management skills and personality. The error rate is correspondingly high: around one in three fails when changing roles from employee to boss. One reason: Most personnel development concepts end where they should start: on the day you start your job ...
Different roles of job change
One moves up, goes from colleague to supervisor, others follow the long-standing and popular boss, and still others get in and switch from another industry. Everything is different, everything is very special. When trying to strike the right note, many then feel like stepping on a trampoline. Especially young people moving up and down would do well to admit that they, too, are still in a learning phase. After all, a race only begins after warming up.
But it often turns out differently: In order to mask their insecurity and the pressure to succeed, some surround themselves with the aura of analytical intelligence and do what is most damaging at this point in time: actionism.
Without an internal network and without knowledge of the corporate culture, they try to achieve success as quickly as possible. In doing so, they mutate into so-called "bossy idiots" - Allurian chief idiots. Wild ad hoc reforms not only ruin the trust of employees, they also reduce any credibility in the long term.
Reorienting your career: 5 types of job change ...
Numerous articles can now be written on the numerous conceivable job change situations. We'll make it shorter and more compact here and at the end refer to further information. Therefore, here and now, the basics of the five classic job change types - and what they should definitely pay attention to in their different roles.
Tips for climbers
Yesterday a colleague, today a superior - friendships, even friendships, quickly turn into distance, sources of information dry up, and even envy and resentment can resonate. Suddenly the newcomers have to exercise power over people with whom they still felt solidarity yesterday. The grown "you" suddenly becomes a formal you. The colleagues react differently.
Despite all the ambivalence, one problem remains: Newcomers are also insiders, they know the strengths and weaknesses of the team all too well. As a result, they are either too tough because they want to be fair or too soft because they don't want to appear authoritarian.
What you have to do now: Don't continue as before, but learn to name tasks and learn to delegate. A clear commitment to old friendships and the new role also helps to relieve tension. Clear guidelines should be laid down in a short period of time: What remains? What will be different? One-on-one interviews help - especially with ignored competitors.
Tips for career changers
Newcomers come from the side because the company lacks the relevant know-how. The result: Competitors feel set back, colleagues are threatened by the competence of external professionals. The climate is reserved to explosive. The pressure of expectation as a top manager is correspondingly high.
Because there is no network of relationships in the company, pending tasks and the establishment of an internal network should be pursued equally. Don't start too quickly, first explore the internal rules and find allies. Always involve the board of directors.
Tips for successors
If the predecessor was popular, the new is treated with caution or even rejection. If he wasn't, all hopes are on his successor.
It is particularly difficult for newcomers To step out of the shadow of the boss a.D.: You often have the reputation of the eternal second. What also puts young managers who have been promoted into trouble: They attribute the award to their previous achievements - and continue as before. That is almost always wrong. Otherwise they might just as well have stayed in their old job and continued to shine.
Therefore: always pay tribute to your predecessor, but also make it clear that you are a completely different person. Emphasize achievements that the department is proud of, focus on your own strengths and create your own clear goals. It is crucial that they quickly find their own form.
Tips for high flyers
The rumor mill is boiling - those who rise so quickly either have good relationships or a bad character. The subsequent cycle: employees distance themselves; The whiz kid sticks more closely to superiors and thus appears even more arrogant - a vicious circle of isolation arises.
Don't let it get that far: Work consistently on key relationships in spite of all reservations. Explore the strengths of your most important employees and include them in your decisions. Make it clear: It's not about your career, but about the entire team with whom you absolutely want to pull together.
Tips for renovators
Because the company is in an existential crisis, quick, radical cuts are inevitable. After all, when the ship sinks, you don't worry about the state of mind of the crew, but start pumping.
Time and money are still in short supply. So are supporters, unfortunately. Resistance, insecurity and fear of losing a job shape the climate.
Added to this is the pressure from outside through politics and the media. For you this means: Gaining an overview, setting standards and consistently implementing the new strategy. Crisis managers should not shy away from personnel changes in strategic positions. However, the concept must remain transparent for everyone - especially for the press. It is important to motivate employees at all levels and to develop a new self-image together.
