Written by Dr Alicia Karwat, KeySteps Pty. Ltd., July 2009
In less than one month since my last posting I have spoken to more people who were performance managed out and it was not something that they expected coming. What they had in common was that they did not know how to articulate their contributions to the organisation beyond plodding along. [Read more →]
By Dr Alicia Karwat, KeySteps Pty. Ltd., July 2009
Although employers do not rush to admit that they are using performance reviews as redundancy by stealth, many clients in my practice feel this way and dread the outcome of what they once considered a routine annual event. Nonetheless, is it smart at all to treat work performance reviews as a routine exercise? [Read more →]
By Dr Alicia Karwat, KeySteps Pty. Ltd.
Do you know how your time orientation influences and guides your life choices and your decision making? What is its impact on how happy you feel and how successful you are? Would you like to be more constructive with your time and acquire a “healthier time perspective”? If that sounds interesting, read the new book by Philip Zimbardo and John Boyd “The Time Paradox”. [Read more →]
By Dr Alicia Karwat, KeySteps Pty. Ltd.
I have just come across interesting information about a University of Adelaide study currently recruiting managers and bosses to talk about their experiences if they have been accused of workplace bullying. The researcher asks a question “Office bully or workplace victim?” and provides some evidence that the latter might also be true.
By Dr Alicia Karwat, KeySteps Pty. Ltd.
Skill Shortage – What skill shortage? What does it mean to be career resilient?
Media would like us to believe that our labour market experiences skill shortage. This is true in some sectors, such as mining, engineering and trades; however, in fact most other sectors experience a rise of redundancies and retrenchments, in particular at more senior levels. Recruiters complain that their business is down because there are not many new vacancies coming in. I have seen many good candidates in my practice recently, who have been looking for jobs for more than six months. Age seems to do quite a lot with it; perhaps because older people are looking for more senior positions than the younger ones and there are not so many senior positions advertised. Turning 40 appears to be a magical age, although one recruiter told me that in their circle mature age workers are those over 36. “This position is too junior for you” – you can hear their response, and “I do not have anything at your level right now”.
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