I have a few key points I’d like to make.
- Your work is not your worth. People who thrive in fast-paced, high-growth companies are crushed when they lose their jobs. That’s because when you derive meaning and enjoyment from intense professional challenges, the abrupt loss of work hits you in your soul. I believe your worth extends beyond your job and comes from several factors: your role as a partner, parent, friend, neighbor, and member of your community. If you’re devastated by the loss, be curious about it and don’t make the same mistake of jumping on that hamster wheel that made you feel so bad in the first place. Use your time off to reflect on what matters in your life.
- Don’t personalize your job loss. With very few exceptions, layoffs are an outcome of a company’s inability to think creatively about marketplace challenges. It takes a strong leadership team to ask its workforce to pivot, think differently, and share some of the risk to adapt and grow in unpredictable circumstances. Your management team failed to plan for difficult times and made things worse by declining to include you in the plan to persist and endure. It’s not your fault. They reacted poorly. It has nothing to do with your knowledge, skills, and abilities.
- Don’t exaggerate the importance of your resume. The number one question I get from people on the bench is, “Will you look at my resume?” You’ve done great work. Your CV is relevant. But people make hiring decisions based on whether they like, know, or trust you. Nobody ever lost out on an opportunity because of a three-page resume versus a two-page resume. They lost out because the resume-in-a-vacuum will never tell the complete story of who you are, what you offer, and how you can change a company’s trajectory. Only you can do that by converting connections to relationships.
- A job search is a sales strategy. I don’t know anybody who sits in a home office on the internet for six hours a day—blasting resumes, connecting with everybody on LinkedIn—and gets hired. Use your business expertise and apply it to hiring managers and recruiters. The best producers schedule their days, invest in learning, and are service-oriented instead of sales-oriented. Read more here…
Source: Laurie Ruettimann