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With no revival in sight, organisations have begun to downsize. Avantika Bhuyan speaks to experts about ways in which a job loss can be turned into an opportunity to reinvent oneself
Reboot your career
Reboot your career
36-year-old Anil Rathi (name changed) used to consider his workplace an extension of his family. He would strut around in the office corridors with a spring in his step and a smile on his face. His body language was that of an achiever, who envisioned a bright future ahead. That was till last week when a media firm that he worked for handed him a pink slip. The air of confidence is now gone as he walks around slouched, blaming himself for the job loss.
According to experts, the vicious blame game is exactly what needs to be avoided after being laid off. “As we are getting globalised, the hiring and firing culture is seeping into India as well. People need to understand that no job is permanent and it depends on the economic conditions and the company’s financial wellbeing. You shouldn’t blame yourself, instead maintain a positive frame of mind” says AG Rao, group managing director of Manpower Group. So get out of the self-pity puddle, set aside the box of tissues and adopt a six-pronged programme as suggested by the experts.
Virtual networking: Tap social media networks like Facebook and LinkedIn. “These are your lifelines that will keep you updated about possibilities. If you haven’t cultivated them so far, begin now,” says Bish Agrawal, executive chairman, ABC Consultants.
Get in touch with previous employers: This is a good time to get in touch with previous bosses. If you have a history of being a good worker, they just might offer you a short-term assignment. “It’s best to be candid with your ex-employers. Since they know what kind of a worker you are, they could make important suggestions,” says Agrawal. Reaching out to the alma mater is yet another option. Members of the alumni always cherish a sense of affection and attachment for those from their own institute and readily extend help.
Short-term opportunities: The idea is to start looking at this critical event as an opportunity. One needs to introspect and ask dispassionate questions: Can I reinvent myself? Do I need to add to my skillset? Should I look outside my industry for some short-term assignments? According to experts, SMEs can’t afford high power consultants and are always on a lookout for mid-level executives. So that’s an area that can be tapped. “For instance, someone who is doing a project on cloud computing or mobile applications could make himself available for consulting. I know a lot of senior software guys who are doing that,” says V Suresh, executive vice president and head (sales), Naukri.com.
According to him the biggest challenge of the slowdown is the lack of jobs for senior people. “I know a lot of former CEOs who are working on short-term contracts. They are given very specific KRAs by companies to be delivered in, say, 18 months. So grab a chance for part-time or contractual employment,” he says. Teaching is another avenue that people can explore, with B-schools and engineering colleges offering guest lectureships. The remuneration can vary from Rs 40,000 to a lakh depending on the skillset that a person brings to the table. One can even look for freelance assignment-based work, which will allow you to work for multiple companies and also add to your entrepreneurial skills.
Add to your skillset: The idea is to keep yourself creatively engaged. If you have a financial cushion to fall back on, then opt for a higher degree or a vocational course which will allow you to tap another industry. “For example, a person in merchant banking can now do a course in retail banking to expand his horizons. Hiring and firing is now going to be a reality in our work culture. If you have a job, good, keep adding to your skillset or have a plan B ready,” says Rao.
Financial preparedness: Nothing cushions a hard fall like a sound financial cover. “In the present consumerist society, I don’t think people think about saving for the future. When you are restarting a new innings, it can take some time to find your feet. In such a case, having a financial safety net can reduce anxieties and boost confidence,” says Aditya Narayan Mishra, president, Randstad India.
Keep an open mind: Look at the world like a white canvas, full of possibilities and opportunities. “Tap other industries where your skill set can be used, move out of the comfort zone, be open to transfers and relocation. Let’s not be stubborn and say that I only want to work in Gurgaon and won’t move to Pune. Learn to recognise opportunities, only then will you be able to reinvent yourself,” says Suresh.
Dealing with anxiety
A crisis of this magnitude leads to distress not just for the person affected but for the entire family. Sleepless nights, severe depression, anxiety attacks are constant companions in the wake of financial insecurity and emotional turmoil. “In India, it is still considered a social stigma to seek professional psychological help. We get to know that a family member has lost a job only when a child is brought in for therapy,” says Anjana Thadani, consulting developmental pediatrician Learning Disability Clinic, KEM Hospital. Usually children are the worst hit as they start exhibiting behavioural changes when there is severe tension in the family. “The best thing is to share everything with the children. Break it gently. Say that Papa or Mummy is going to be home for a few days or will be moving to a new job because of such and such conditions,” she says.
It is sad that in India the concept of family therapy to help a person in distress is not as prevalent as it should be. “Family members should help pre-empt a crisis and support the person. When you actively plan and act against what you are afraid of as a family, only then can a crisis be met head on. The entire family should work as a problem solving unit rather than problem compounders,” says Varkha Chulani, Clinical Psychologist & Psychotherapist, Lilavati Hospital.
Counselors and psychologists suggest a dispassionate appraisal of one’s skills and abilities. “A 48-year-old came in this week who has been out of a job for four years. He was narrowly focusing on getting a job and not looking at other options like consulting or taking tuitions. We teach people how to shelve anxiety and think creatively,” says Chulani who also works as a corporate counsellor. “Being worried about what people think of us will not put food on the table. What people think should be the least of the concerns.”
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Sectors to avoid: |
Financial services
Telecom
Retail
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Sectors still hiring:
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Life sciences (Hospitals are always in the need of doctors, nurses and hospital management staff. Someone who has experience in ITeS can look at a job in the hospital management field)
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FMCG, consumer durables and services
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Pharma (since it is export led, the market slowdown hasn’t affected it adversely)
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Hospitality (business volumes may be down but new hotels are opening every day. Also people from the hospitality industry are suave and articulate and can fit into a lot of other sectors where customer interface is required)
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| Specific pockets of the IT sector (ones related to product development, mobile application development and analytics) |
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A guiding hand |
According to experts, companies are not the draconian villains that they are made out to be. Some are genuinely interested in an employee’s future after he or she is laid off. MNCs are now approaching HR service companies like Randstad and Manpower Group to counsel and guide the affected employees. “We are usually approached by corporates for our career transition service. In the past 5 years we have helped some 1000 employees,” says Mishra of Randstad. The first step is to understand the profile and background of the affected employees, thereafter which communication is established with them. “Sometimes we conduct an open house. But recently a company sacked 500 employees, so we couldn’t do an open house for such a large number. We sent an email instead that we know you have been affected and that we are there to help,” says a senior official with the transition service team at Randstad. Time slots are given to each affected employee, during which trained psychologists offer counselling. Care is taken to create a team comprising of members who might have worked in that sector. A detailed resume is created, after which various job options are laid before them. “We tell them that you can do a role B or C in a different industry altogether. For instance, during one such assignment we can across employees who had worked for that organisation for 30 years. Their technical skills had become obsolete. So we tried to understand which other role could they fit in,” says the official. The idea is to stay in regular touch with the affected employees and keep their motivation levels high. “We also give constant updates to the company that hired us. Believe me, companies are genuinely concerned about what happens to their employees after they are laid off,” he adds.
