Years ago, our parents and grandparents found stable jobs, worked continuously for twenty or so years and retired at the ripe old age of sixty. Employees simply needed to work diligently and they were assured of keeping their jobs. Meanwhile employers didn't have to worry too much about employee turnover because most of their people were very loyal and stayed with the company during good and bad times long enough.
During that time, it wasn't uncommon for people to work for one company for twenty to thirty-five years. Many have worked for only one to three companies in their lifetime. It was the norm for employers and employees to take care of each other for a very long time. I guess things were simpler then.
But times have change. The business climate is definitely tougher and more competitive now. In the last decade, we've seen more mergers, changes in management, outsourcing and lay-offs from many companies.
Employers are trying their best to survive and gain profit by increasing sales or decreasing expenses. The latter of which seems easier to control. That is why some companies have resorted to outsourcing or even contractual employment. Honestly, it's cheaper with lesser obligations and headaches. However, it has its downside too. If you outsource, you pretty much depend on an outside party. If you offer contractual employment, you'll have to keep on training new hires and make sure that your company's service quality doesn't go down.
On the other hand, employees nowadays are not necessarily loyal for the sake of being loyal to their companies anymore. If a better opportunity comes along, most people nowadays will jump ship with another company. Many professionals move from one company to another in order to increase their salary level. Younger generations, perhaps because they have more options, ultimately work for themselves and use companies as stepping stones for career growth. That is why employee turnover is a lot higher now. Companies invest in training their people and they lose time and money every time an employee resigns.
So job security, in my opinion, for employees and even employers seem to become a greyer area nowadays.
The Labor Code of the Philippines, however, provide protection for both employees and employers. So to a certain extent, your expectations on job security can be based on what the law says.
For instance, in layman's terms, the law secures that any employee cannot be immediately fired on any bosses' whim or unjust cause. Due process on termination must be followed or else the employer can be faced with an expensive lawsuit. The law also differentiates the types of employment that employers and employees can arrange. Regular employees can enjoy more job security over contractual employees. Thus, it is important to choose your type of job wisely.
Another important provision in the labor code specifies exactly situations that are allowed if a company wants to terminate an employee or a group of employees. These include prolonged and contagious illness of an employee, gross violations of company policies, financial losses of the company (this has to be file and proven to DOLE) or business closure.
The Labor Code does have a say on your job security, so does your company policies. These provide a guideline on what your employer can legally do and not do to you. I urge you to read these to know how you can best protect yourself.
So going back to my question... Does job security still exist?
My answer would be, yes, to a certain degree... but I wouldn't count on it as an absolute right. I think it's good to expect the best but plan for the worst when it comes to your career. See, we ultimately have to be responsible for our means of living. Your current job will help you pay for your living and hopefully your family's expenses but nothing lasts forever. Do your best and hold on to your job as long as you can if it is rewarding. On the side, create a safety net in preparation for your retirement whether I comes early or later in life. You have to adapt with the times, be competitive as an individual. Depend on yourself not on others when it comes to your future. Secure yourself.
Wednesday, November 16, 2011
SEXUAL HARASSMENT IN THE WORKPLACE
A reader asks: As an HR, do you think it is right for some employees to use the book “Art of Seduction” at work? Do you think, superiors have to tolerate those who are following or practicing that book? Thank you.
My response: I personally have not read the book so I cannot comment about its content.
Regardless, HR people do not really have any right or obligation to disallow or ban people from reading books of their liking. Employees are adults and they are old enough to decide what books to read. Plus we live in a democratic society where people are free to read whatever book fancies them.
The only time HR can get involved is if a sexual harassment complaint is filed. For example, as a result of reading and applying the book, someone crosses the line and commits inappropriate behaviour towards a co-worker. If the co-worker feels that she was sexually harassed and she feels uncomfortable working in that environment, she can file a complaint with HR. The HR will then organize a committee to investigate the matter and if the person is found guilty, appropriate sanctions based on company policies and the law will be implemented.
So HR can discipline people for inappropriate behaviour, however, they cannot ban or sanction people from reading books.
SEXUAL HARASSMENT IN THE WORKPLACE
The reader's question inspired me to write about an extreme form of bullying in the workplace and that is, Sexual Harassment. Although the reader's situation does not yet constitute sexual harassment, I'd like to shed some light on the matter.
So what is Sexual Harassment?
According to the Anti-Sexual Harassment Act of 1995, “Sexual harassment is committed usually in the form of physical abuse such as malicious touching, overt sexual advances or gestures with lewd insinuation.
It may also be committed through verbal requests or demands for sexual favors, and lurid remarks. Or it may be visual, using objects, pictures or graphics, letters or writing notes with sexual underpinnings.
This can happen in the premises of the workplace, office, school or training institution. It can happen in any place, business or social functions where the parties were found as a result of work, education or training. It can happen while on official business outside the workplace or training-related travel, or at official conferences, symposia or training sessions. It can also happen by telephone, cellular phone, fax machine or electronic mail.”
So let's say your boss hugs you and gives you a kiss on the cheeks to congratulate you on closing a sale, can you call that sexual harassment?
The answer is, it depends on how the hug and kiss was done and more importantly, the situation you find yourself in.
Sexual harassment is considered as such “if it is used as a basis for any employment decision such as matters related to hiring, promotion, raise in salary, job security or benefits; if it interferes with your work performance; if it creates an intimidating, hostile or offensive work environment; or cause discrimination, insecurity, discomfort, offense or humiliation."
I have a friend who works as a bookkeeper of a company. An external auditor kept asking her out to meet him for coffee and have a “good” time after. While working with her, he kept on asking intimidating questions about her work and making her feel incompetent because she wouldn’t go out with him. At one point, after rejecting several invitations, he asked her “Magkano ba sweldo mo sa trabaho? Kung gusto mo ako na lang ang bubuhay sa iyo?” (How much salary do you get? If you want, I can pay for your living.) She is a married woman.
Because of this, she felt so stressed at work and couldn’t sleep at night. She didn’t want to see the auditor and started feeling anxious and dreadful at the thought of going to work and possibly seeing him. She couldn’t work properly.
Would you consider this a form of sexual harassment? Although he never touched her physically, he made her uncomfortable with his advances and he spoke with sexual innuendos. Lucky for her, when she discussed this matter to her boss and showed proof via voice recording, management sided with her and immediately found a replacement auditor. She didn’t want to file charges, she just wanted him out of her life. So peace was easily restored.
Many victims do not file complaints because going through the process of complaining and discussing the incident rocks the boat and may cause further embarrassment. I personally think that people should choose their battles. There are forms of sexual harassment that are truly unforgivable, but there are also some that are just slight or belong to the grey areas. To a certain extent, it also depends on the victim’s sensitivity and culture. If you want to tolerate this form of bullying instead of fight, you may have a good reason for it and should think about it thoroughly. But if you want to fight, it is good to know that there are laws to help you with your battle against sexual harassment.
Victims of sexual harassment in the workplace can file a complaint against this form of bullying and your HR department should be able to help you. The Anti-sexual harassment act of 1995 further discusses the rules, guidelines and procedures for filing complaints. To read the law governing sexual harassment, you can visit www.chanrobles.com
WORLD CLASS CUSTOMER SERVICE
I was having breakfast with a trainer one day and she kept on complaining about how bad the service in the Philippines was, in general. She kept on harping about examples of world class service of great American companies and compared them to the service that she gets in the Philippines.
I then asked her which state she visited in the United States and she revealed to me that she hasn’t actually traveled there. But based on the business books that she has read, they have superb service.
Having just come from a US trip, I quickly shared to her my experience in the hotels that I stayed in. Except for a few quality hotels like the Hilton, most of the hotels I stayed in did not have great service. Most of their guest relations officers were not really that friendly. Some were bordering on indifferent and rude. Interestingly, the most helpful service crew that they had were in fact, Filipinos.
I then told her, don’t believe the foreign hype. Never think that our people are not world-class. Contrary to what you think, Filipinos are much more helpful and polite in general.
In our country, even three-star hotels have friendly staff ready and eager to assist and carry your baggage which was sorely missing in most of the US hotels that I stayed in. I was actually surprised that I had to drag my luggage there. In the Philippines, we have many bellhops who will approach you as soon as you go in the hotel to help.
Here, you go to a gas station and a gas boy is there ready to greet you, fill up your tank, clean your windows, pump air into your tires and give road directions. In the US, it’s do-it-yourself.
Grocery shoppers in our country even get extra help from bag boys who will bring your shopping cart to your car upon request. They are even willing to carry everything themselves if they can’t use the cart. The help that they provide makes shopping so convenient.
They don’t normally have that in America. In their country, you are left to fend for yourself. It’s all do-it-yourself because labour is expensive in their country.
So, you see. The Philippines’ brand of customer service isn’t so bad. In fact, I think it is at par with some of the world’s best. What makes it special is that most of the service is given with willingness and sincerity because Filipinos are naturally friendly and helpful. In terms of attitude, most Filipinos have it right.
Of course, there will always be room for improvement. Philippine customer service can be world-class if business establishments look into these areas…
Product Knowledge
Even if the customer service representative is friendly, if he cannot help because he doesn’t know the products fully or is unaware of promos and pricing, it will be impossible for him to give superb service. Good customer service is not just about smiling. It is about being able to help customers and answer their questions.
Business Etiquette
Not a lot of people are aware of proper etiquette. Usually, people who are rough around the edges do not mean to be impolite. They just need a little polishing and education of business and social etiquette. Good manners will greatly improve the company’s image to their customers, so it is wise for companies to invest in training their people.
Communication Skills
Most Filipinos are eager to help, but they may have problems with communications skills such as listening, comprehension and articulating what they want to say. There are also times where, faced with a foreigner, they may get tongue-tied. This can easily be improved through practice, exposure and learning.
Customer Service System
Often overlooked, this is a critical part of great customer service. World-class business establishments invest in gadgets and tools that will help their people provide the best service to all their customers. They have customer tracking systems, spiels, operation manuals for customer service and even a customer complaint reporting system.
Customer Solutions
Customers who encounter problems are the most in need of good customer service. World-class business establishments track and anticipate the most common problems encountered by their customers. They then equip their people with Customer Solutions Protocols that will guide them in solving their customer’s problems. Hence problem-solving is systematized.
The Philippines have what it takes to provide Great Customer Service. With a few improvements here and there, we can be at par with the world’s best. Filipinos are world-class, we just have to believe and appreciate our own people. In terms of service, we’ve got it good in our country! Don’t let other people tell you otherwise.
I then asked her which state she visited in the United States and she revealed to me that she hasn’t actually traveled there. But based on the business books that she has read, they have superb service.
Having just come from a US trip, I quickly shared to her my experience in the hotels that I stayed in. Except for a few quality hotels like the Hilton, most of the hotels I stayed in did not have great service. Most of their guest relations officers were not really that friendly. Some were bordering on indifferent and rude. Interestingly, the most helpful service crew that they had were in fact, Filipinos.
I then told her, don’t believe the foreign hype. Never think that our people are not world-class. Contrary to what you think, Filipinos are much more helpful and polite in general.
In our country, even three-star hotels have friendly staff ready and eager to assist and carry your baggage which was sorely missing in most of the US hotels that I stayed in. I was actually surprised that I had to drag my luggage there. In the Philippines, we have many bellhops who will approach you as soon as you go in the hotel to help.
Here, you go to a gas station and a gas boy is there ready to greet you, fill up your tank, clean your windows, pump air into your tires and give road directions. In the US, it’s do-it-yourself.
Grocery shoppers in our country even get extra help from bag boys who will bring your shopping cart to your car upon request. They are even willing to carry everything themselves if they can’t use the cart. The help that they provide makes shopping so convenient.
They don’t normally have that in America. In their country, you are left to fend for yourself. It’s all do-it-yourself because labour is expensive in their country.
So, you see. The Philippines’ brand of customer service isn’t so bad. In fact, I think it is at par with some of the world’s best. What makes it special is that most of the service is given with willingness and sincerity because Filipinos are naturally friendly and helpful. In terms of attitude, most Filipinos have it right.
Of course, there will always be room for improvement. Philippine customer service can be world-class if business establishments look into these areas…
Product Knowledge
Even if the customer service representative is friendly, if he cannot help because he doesn’t know the products fully or is unaware of promos and pricing, it will be impossible for him to give superb service. Good customer service is not just about smiling. It is about being able to help customers and answer their questions.
Business Etiquette
Not a lot of people are aware of proper etiquette. Usually, people who are rough around the edges do not mean to be impolite. They just need a little polishing and education of business and social etiquette. Good manners will greatly improve the company’s image to their customers, so it is wise for companies to invest in training their people.
Communication Skills
Most Filipinos are eager to help, but they may have problems with communications skills such as listening, comprehension and articulating what they want to say. There are also times where, faced with a foreigner, they may get tongue-tied. This can easily be improved through practice, exposure and learning.
Customer Service System
Often overlooked, this is a critical part of great customer service. World-class business establishments invest in gadgets and tools that will help their people provide the best service to all their customers. They have customer tracking systems, spiels, operation manuals for customer service and even a customer complaint reporting system.
Customer Solutions
Customers who encounter problems are the most in need of good customer service. World-class business establishments track and anticipate the most common problems encountered by their customers. They then equip their people with Customer Solutions Protocols that will guide them in solving their customer’s problems. Hence problem-solving is systematized.
The Philippines have what it takes to provide Great Customer Service. With a few improvements here and there, we can be at par with the world’s best. Filipinos are world-class, we just have to believe and appreciate our own people. In terms of service, we’ve got it good in our country! Don’t let other people tell you otherwise.
Friday, September 2, 2011
CAN HR PREVENT WORKPLACE BULLYING?
[Worklife Column, Manila Bulletin, September 2011]
Bullying causes a lot of stress and wasted energy for many people. Instead of focusing all efforts in doing their jobs well, the bullies and the bullied engage in emotionally draining social politics that could not possibly help make the company and its people prosper.
It is a real concern in the workplace. It lowers morale. It cripples productivity. It increases employee turnover. It is a major cause of employee resignations. That is why it makes sense for HR practitioners to bully-proof their companies or at least set policies and processes in place to deal with this issue.
HR practitioners are in charge of the overall welfare of employees. This includes developing a happy and enjoyable work environment. Yes, HR can and should prevent workplace bullying. We are in a unique position to positively influence the workplace through creative programs and policies.
A reader shares her bad experience against workplace bullying and asks for HR solutions to her problem. Let’s see how we can help her.
Good Day Madame!
I just want to ask what is the best thing to do in these situations:
-What if you have co-workers (group of boys) bullying you every day (ex. Throwing tissues at the work station). The superior can see what these boys are doing but he’s doing nothing about it.
-If you have co-workers, including an immediate superior, spreading rumors and gossip about you, that you are a hooker and a mistress. (The employee is not a hooker and not a mistress, actually, the girl is a Christian and never had a boyfriend and never had sex with anyone)
-Is it okay to file a case to these people who've been spreading malicious rumors?
Hope that you can site me HR solutions on this matter. Thank you and God Bless! --BB
My Response:
Thank you for emailing your work issues. Bullying in the workplace is a real issue for a lot of people as it affects not just the happiness of individuals but also the team's morale as a whole.
There are many ways of dealing with bullying at work. I wrote an article with excellent strategies against bullying for my column awhile back. Do check out my blog at http://hrclubonline.blogspot.com/2010/09/dealing-with-workplace-bullies.html.
If after using the strategies I mentioned to protect yourself against bullies, you still find yourself under attack. Then it may be time to use administrative actions and escalate it to your management.
Companies with structured human resources have policies and protocols in dealing with issues and grievances at work. The first thing you should do is check your Employee Handbook or Policy Manual. Does it state policies on employee conduct and culture? Does it include disciplinary actions for violations of policies? Does it have a section on how to report grievances? If it does, then put your handbook to good use and follow procedures and be guided accordingly. Employee Policies are there not just to protect the company, but more importantly, to guide and protect employees.
Next, try to gather your own evidence. Whether you plan to solve it on your own or escalate the matter, evidence will give you solid grounds for your complaint. Without evidence, the disciplinary board will have to deal with a he-said, she-said scenario which is difficult to deliberate on.
Normally, protocol will dictate that you deal with the problem amongst yourselves first. If you can't resolve it, talk to your immediate supervisor. But if this doesn't improve the situation or the immediate supervisor is the problem, then it would be best to talk to HR or the Boss of your immediate supervisor.
If you want to escalate it, simply follow your Employee Handbook on how to file grievances. Make sure that you are also in good graces with your HR and top management. If you are a valuable and hard-to-replace employee, these people will back you up or find immediate solutions to your problems.
But what if, your Employee Manual does not have any provision on bullying or worse, your company does not even have an employee manual? Well, you will then have to do it informally and maybe even suggest to top management to issue a memo or create a more comprehensive policy manual.
There are basically just five ways of dealing with workplace bullying issues:
You may quietly accept it, but this will eat away at your job satisfaction.
You may seek revenge, but this will worsen the situation.
You may speak up to the bully and hope to change your situation.
You may fight, get management involved to fix the situation.
Or you can resign, if you can be sure that doing so will give you better opportunities, benefits and peace of mind.
Whatever you decide, there are of course consequences to every action that you take. So just be prepared to handle the worse-case scenarios of each. Bullying in the workplace is a real concern for a lot of people. But if you learn how to deal with it without quitting right away, you will become a better, stronger and more successful person. May you have the strength and wisdom to do what is best for your situation. Good Luck!
Bullying causes a lot of stress and wasted energy for many people. Instead of focusing all efforts in doing their jobs well, the bullies and the bullied engage in emotionally draining social politics that could not possibly help make the company and its people prosper.
It is a real concern in the workplace. It lowers morale. It cripples productivity. It increases employee turnover. It is a major cause of employee resignations. That is why it makes sense for HR practitioners to bully-proof their companies or at least set policies and processes in place to deal with this issue.
HR practitioners are in charge of the overall welfare of employees. This includes developing a happy and enjoyable work environment. Yes, HR can and should prevent workplace bullying. We are in a unique position to positively influence the workplace through creative programs and policies.
A reader shares her bad experience against workplace bullying and asks for HR solutions to her problem. Let’s see how we can help her.
Good Day Madame!
I just want to ask what is the best thing to do in these situations:
-What if you have co-workers (group of boys) bullying you every day (ex. Throwing tissues at the work station). The superior can see what these boys are doing but he’s doing nothing about it.
-If you have co-workers, including an immediate superior, spreading rumors and gossip about you, that you are a hooker and a mistress. (The employee is not a hooker and not a mistress, actually, the girl is a Christian and never had a boyfriend and never had sex with anyone)
-Is it okay to file a case to these people who've been spreading malicious rumors?
Hope that you can site me HR solutions on this matter. Thank you and God Bless! --BB
My Response:
Thank you for emailing your work issues. Bullying in the workplace is a real issue for a lot of people as it affects not just the happiness of individuals but also the team's morale as a whole.
There are many ways of dealing with bullying at work. I wrote an article with excellent strategies against bullying for my column awhile back. Do check out my blog at http://hrclubonline.blogspot.com/2010/09/dealing-with-workplace-bullies.html.
If after using the strategies I mentioned to protect yourself against bullies, you still find yourself under attack. Then it may be time to use administrative actions and escalate it to your management.
Companies with structured human resources have policies and protocols in dealing with issues and grievances at work. The first thing you should do is check your Employee Handbook or Policy Manual. Does it state policies on employee conduct and culture? Does it include disciplinary actions for violations of policies? Does it have a section on how to report grievances? If it does, then put your handbook to good use and follow procedures and be guided accordingly. Employee Policies are there not just to protect the company, but more importantly, to guide and protect employees.
Next, try to gather your own evidence. Whether you plan to solve it on your own or escalate the matter, evidence will give you solid grounds for your complaint. Without evidence, the disciplinary board will have to deal with a he-said, she-said scenario which is difficult to deliberate on.
Normally, protocol will dictate that you deal with the problem amongst yourselves first. If you can't resolve it, talk to your immediate supervisor. But if this doesn't improve the situation or the immediate supervisor is the problem, then it would be best to talk to HR or the Boss of your immediate supervisor.
If you want to escalate it, simply follow your Employee Handbook on how to file grievances. Make sure that you are also in good graces with your HR and top management. If you are a valuable and hard-to-replace employee, these people will back you up or find immediate solutions to your problems.
But what if, your Employee Manual does not have any provision on bullying or worse, your company does not even have an employee manual? Well, you will then have to do it informally and maybe even suggest to top management to issue a memo or create a more comprehensive policy manual.
There are basically just five ways of dealing with workplace bullying issues:
You may quietly accept it, but this will eat away at your job satisfaction.
You may seek revenge, but this will worsen the situation.
You may speak up to the bully and hope to change your situation.
You may fight, get management involved to fix the situation.
Or you can resign, if you can be sure that doing so will give you better opportunities, benefits and peace of mind.
Whatever you decide, there are of course consequences to every action that you take. So just be prepared to handle the worse-case scenarios of each. Bullying in the workplace is a real concern for a lot of people. But if you learn how to deal with it without quitting right away, you will become a better, stronger and more successful person. May you have the strength and wisdom to do what is best for your situation. Good Luck!
CONQUERING AGE LIMITS In my past article, I wrote about age limitations in job ads that many older job hunters are
[Worklife Column, Manila Bulletin, September 2011]
In my past article, I wrote about age limitations in job ads that many older job hunters are facing. It is a real issue for many and I explained why companies do this and the process HR practitioners go through to set job requirements and specifications. If you are interested in the behind-the-scenes activities of job design as well as reasons for age limits, you can read my article on “Age Limitations” at http://worklifenow.blogspot.com/2011/07/age-limits.html.
TODAY, I’d like to discuss how older job hunters can deal with age limitations. I’d like to explore the many opportunities that abound and how you can conquer this issue. So let’s get started!
What’s Going for You?
Before entering the battlefield, you need to know your strengths. Why should companies hire you instead of younger job applicants? Once you figure this out, you can then capitalize on them. That is your competitive advantage.
So, what exactly is going for you? In order for you to answer this, you need to look inside yourself. List down the positives---your skills, knowledge and accomplishments. What are the skills that you have gained in the many years that you have been employed? What special trainings have you had from your previous work?
Ideally, as a seasoned professional, your future employer doesn’t have to spend a lot in training you. You already have acquired important skills and more importantly, the experience needed to be good at your job.
Perhaps you can emphasize that there’s less trial and error when you are hired which means lesser costs for the employer. That should get them interested.
Seeking Employment beyond the Age Limit
Some companies are very strict with age limitations while others are more flexible. In order for you to find out, you’ll just have to do trial and error. You can send out resumes despite the age issue and just qualify when they call you for an interview.
Once you get a call, you can ask if they are open to hiring slightly older applicants. You may ask this before an interview if you want to save time. Or you can do this during the interview if you don’t mind the extra effort and if you would like to convince the employer to consider you despite the age issue. There is also a chance that it may not even come up. It all depends on the company. So just be cool about it.
Your Untapped Resource
Just in case, you’ve done your best to find a job but you keep on getting bumped over the age issue. Don’t fret. It’s not over for you yet. You have an untapped resource that’s still going for you. Not a lot of people think about this, but it could definitely give you better opportunities. That untapped resource is YOUR CONNECTIONS.
As you age over the years, you meet a lot of people. You gain acquaintances and if you’re smart, you’ve built a good network of connections. See, you can tap your connections for opportunities. They can help you get a good job or better career options. You just have to reach out and keep in touch which is easier now with the presence of social media networks.
So start connecting! Look back to your schoolmates, past co-workers, church mates, associations, friends and family. You can even capitalize on your connections to get hired.
Smart marketing and sales-oriented companies value connections above all.
Finding Other Opportunities
Regardless of age, I believe that everyone should have a back-up plan. For older jobseekers, I would suggest looking into other opportunities while you are job hunting. It may even turn out to be more rewarding for you.
Selling. Start selling. Sell anything that you can comfortably sell. If you have equipment, property, furniture or assets that you are willing to sell, sell it. This will give you extra income and hone your skills in selling not just objects, but yourself too. If you become good at selling, getting a job will be easier.
Consulting and Teaching. Teach other people what you know. This is your chance to give back, learn in the process and earn extra income. Training companies like mine are always on a lookout for people with experience who can teach others. Some companies also outsource projects to consultants. So if you have the skill and experience, consider this field.
Gigs or Rackets. If you have hobbies or talents that can be marketed as a service such as writing, photography, web design, hosting, singing and others, consider getting into service-for-hire work. You can tie up with existing event organizers or outsourcing websites to get gigs or you can ask your friends and family to hook you up with people who need your service.
Sideline Business. Starting a sideline business is pretty easy. There are many things that you can buy and sell, or build and sell. There are now many avenues where you can sell your items like the internet, weekend bazaars and direct agents.
Business Ownership. This is an option for older people who do not or cannot join the corporate world. You may start a business from scratch, buy an existing business or get a franchise depending on your skills, experience, finances and preference. Do take note however that business ownership is very different from being an employee. Having your own business, in my opinion, is more challenging. So prepare well by attending seminars and seeking advice from successful business owners.
Conquering Age Limitations
At first glance, work opportunities seem narrower for older people. But this is only so for those who do not open their minds to the possibilities. Aging is inevitable. You will get wrinkles when you live long enough. But you can defy dull aging with youthful spirit. Rediscover your childhood wonder. Allow yourself to become excited and enthusiastic again. Open your arms to the next chapter of your life. Aging is not about losing opportunities, it is a new stage of taking chances and rediscovering yourself again. Good luck!
In my past article, I wrote about age limitations in job ads that many older job hunters are facing. It is a real issue for many and I explained why companies do this and the process HR practitioners go through to set job requirements and specifications. If you are interested in the behind-the-scenes activities of job design as well as reasons for age limits, you can read my article on “Age Limitations” at http://worklifenow.blogspot.com/2011/07/age-limits.html.
TODAY, I’d like to discuss how older job hunters can deal with age limitations. I’d like to explore the many opportunities that abound and how you can conquer this issue. So let’s get started!
What’s Going for You?
Before entering the battlefield, you need to know your strengths. Why should companies hire you instead of younger job applicants? Once you figure this out, you can then capitalize on them. That is your competitive advantage.
So, what exactly is going for you? In order for you to answer this, you need to look inside yourself. List down the positives---your skills, knowledge and accomplishments. What are the skills that you have gained in the many years that you have been employed? What special trainings have you had from your previous work?
Ideally, as a seasoned professional, your future employer doesn’t have to spend a lot in training you. You already have acquired important skills and more importantly, the experience needed to be good at your job.
Perhaps you can emphasize that there’s less trial and error when you are hired which means lesser costs for the employer. That should get them interested.
Seeking Employment beyond the Age Limit
Some companies are very strict with age limitations while others are more flexible. In order for you to find out, you’ll just have to do trial and error. You can send out resumes despite the age issue and just qualify when they call you for an interview.
Once you get a call, you can ask if they are open to hiring slightly older applicants. You may ask this before an interview if you want to save time. Or you can do this during the interview if you don’t mind the extra effort and if you would like to convince the employer to consider you despite the age issue. There is also a chance that it may not even come up. It all depends on the company. So just be cool about it.
Your Untapped Resource
Just in case, you’ve done your best to find a job but you keep on getting bumped over the age issue. Don’t fret. It’s not over for you yet. You have an untapped resource that’s still going for you. Not a lot of people think about this, but it could definitely give you better opportunities. That untapped resource is YOUR CONNECTIONS.
As you age over the years, you meet a lot of people. You gain acquaintances and if you’re smart, you’ve built a good network of connections. See, you can tap your connections for opportunities. They can help you get a good job or better career options. You just have to reach out and keep in touch which is easier now with the presence of social media networks.
So start connecting! Look back to your schoolmates, past co-workers, church mates, associations, friends and family. You can even capitalize on your connections to get hired.
Smart marketing and sales-oriented companies value connections above all.
Finding Other Opportunities
Regardless of age, I believe that everyone should have a back-up plan. For older jobseekers, I would suggest looking into other opportunities while you are job hunting. It may even turn out to be more rewarding for you.
Selling. Start selling. Sell anything that you can comfortably sell. If you have equipment, property, furniture or assets that you are willing to sell, sell it. This will give you extra income and hone your skills in selling not just objects, but yourself too. If you become good at selling, getting a job will be easier.
Consulting and Teaching. Teach other people what you know. This is your chance to give back, learn in the process and earn extra income. Training companies like mine are always on a lookout for people with experience who can teach others. Some companies also outsource projects to consultants. So if you have the skill and experience, consider this field.
Gigs or Rackets. If you have hobbies or talents that can be marketed as a service such as writing, photography, web design, hosting, singing and others, consider getting into service-for-hire work. You can tie up with existing event organizers or outsourcing websites to get gigs or you can ask your friends and family to hook you up with people who need your service.
Sideline Business. Starting a sideline business is pretty easy. There are many things that you can buy and sell, or build and sell. There are now many avenues where you can sell your items like the internet, weekend bazaars and direct agents.
Business Ownership. This is an option for older people who do not or cannot join the corporate world. You may start a business from scratch, buy an existing business or get a franchise depending on your skills, experience, finances and preference. Do take note however that business ownership is very different from being an employee. Having your own business, in my opinion, is more challenging. So prepare well by attending seminars and seeking advice from successful business owners.
Conquering Age Limitations
At first glance, work opportunities seem narrower for older people. But this is only so for those who do not open their minds to the possibilities. Aging is inevitable. You will get wrinkles when you live long enough. But you can defy dull aging with youthful spirit. Rediscover your childhood wonder. Allow yourself to become excited and enthusiastic again. Open your arms to the next chapter of your life. Aging is not about losing opportunities, it is a new stage of taking chances and rediscovering yourself again. Good luck!
Sunday, July 31, 2011
AGE LIMITS
[Published in Manila Bulletin, August 2011]
When you are young and free, your career possibilities are endless. Opportunities abound. You can experiment a bit and hopefully quickly find a career that is best suited for you.
As you grow older, however, your choices begin to shape your career and you’ll find yourself in a set line of work. By the time you are in your late thirties, you’ve gained enough knowledge through the years on your chosen field and you should ideally be moving upwards in your industry.
During this time, you would also have taken on more of life’s responsibilities. You may get married and have children. You may need to take care of ailing parents or other siblings. All of these are reasons why you want to work to provide well for your family.
But what if, all of a sudden, you find yourself longing for a change of career? Or what if, life suddenly throws you a curve ball and you find yourself out of work and in need of a new job?
You then open Manila Bulletin’s classified ads section. You look for job listings that are suitable for your knowledge and experience since you want to capitalize on what you’ve mastered in the last decade. You find a couple of job advertisements that suit you.
Good reputable company, check.
Good position, check.
Skills required, check.
Competitive compensation and benefits, check.
You’ve found your next job! BUT WAIT! It says in the job ad that the age requirement is from 25 to 35 years old. You’ve just celebrated your 40th birthday. Bummer.
You then look at other job ads and notice a similar pattern. There is an age limit specified in the job ads. You’re way above the age limit. You then start wondering exactly what our letter sender asked:
Dear Ms. Jhoanna,
I’m an engineer by profession and also finished EMBA. I currently work overseas for a power plant. Pay is good and knowledge advancement is great. However, I miss home and have been exploring the possibility of coming back for good. I’ve been looking at job advertisements but have been noticing age limitations that are, well, limiting.
We say that experience plays a big part in true learning and you can acquire this through years of working as you also age. As I browsed job listings, I am qualified for most of the opening, but I always end up frustrated due to age requirement.
So I have a few questions on this issue: Is the Age limit mandatory as a minimum requirement for all hiring companies? Does HR have an influence on this? Is this what we call Equal Opportunity? I hope you can enlighten me.
Thanks,
A Mature Engineer
My Response:
Thanks for writing in with this relevant issue. Allow me to answer your question about Age Limitations...
Before HR practitioners post job advertisements, they usually conduct a job analysis wherein they try to define the required skills, competencies and scope of work needed for the position. They also determine what age range and sometimes even the gender the manager in need of staffing prefers so that they will have a clear set of criteria for recruitment. As much as possible, HR confers with the manager on his or her preference since s/he will be the one working directly with the new hire.
Although Age Limitations and Gender Specification do not exactly reflect the ideals of equal opportunity which has been made into law by some first world countries, it is a practice many companies do in our country for practical purposes.
From an employer's point of view, younger employees are seen as less costly and tend to demand lower compensation because they do not have that much family obligations or medical health problems yet. They also have more years ahead, so investing in their training offers the chance for longer service time.
On the other hand, some companies are also aware that older and veteran workers have more experience and knowledge. They have already been trained by their previous employers. They have first hand practical experience and are usually more emotionally mature to handle work concerns and issues.
So it really depends on the company’s culture, needs and financial capacity. Some companies have strict age requirements, others are more flexible. If they can afford to, they hire veterans for higher positions; if they cannot, they get consultants to help out and train their younger work force.
I understand how difficult it is for older people to find jobs. Usually, the older you become and the higher your position gets, the opportunities seem to get narrower... But older people still have a lot of options. You just have to go out of your comfort zones, think outside the box and explore other ways to pursue your career.
Stay tuned for my next article to get ideas on how to conquer age limits.
About the Author:
Jhoanna O. Gan-So is president of Businessmaker Academy, HR Club Philippines and Teach It Forward Organization. Since 2003, her company has served more than 15,000 participants from various companies and industries by providing corporate skills training, business and human resource seminars. To know more about the seminars and services that they offer, you may visit www.businessmaker-academy.com or www.hrclubphilippines.com. You may also call (632)6874645. Email your comments and questions to: mbworklife@gmail.com
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