Practical tips in choosing a role/job - questions for robustness

November 19, 2022

(all views my own, not of any employer)

Here are some practical questions and suggestions for when you choose to take (or keep) a job, protecting yourself from downturns.

My world of tech is changing and people are losing jobs - my solidarity. If you need to take any job, take it! But If you can make some choices, then, while there is a lot of unpredictability, there are questions to ask yourself and your employer.

• Are you in  revenue generation, risk management, or mostly a cost centre? In a pinch, companies tend to preserve core functions and trim optional ones - even if they’re doing well. For example, a great “app developer” for a drinks manufacturer is not core to their business and the whole team can easily be shut down. Of course, not all revenue generation is protected either: core markets shrink, and others can be prioritised. As a rule of thumb: Prefer being in the core functions of your company.

• What is your unique and lasting value in the team? Large teams with many people of similar skills are great to learn, but they are also ripe for staff reduction. It's also harder to have internal recognition if many people have similar competencies. Besides being unique, your value needs to be lasting: being the single person who can use legacy tech is no good. You should understand how you'll still be valuable in 2 years time. If you can’t see what your unique contribution is, how will others? If you are easy to let go then you might just be let go! Look for situations where you bring lasting value that is hard to replace.

• How are the finances of your employer? Is your organisation operating at a loss? If so, either they need to either have realistic revenue growth plans, or they will eventually cut costs. Is their market growing? If the market for their products is stagnating cost cutting is sure to follow. Investigate and understand the finances of your employer (avoid loss making businesses and declining markets).

• Are there opportunities for internal transfers? In a small or medium sized company, if your role is made redundant, you are less likely to find an internal transfer. In a big company, you may be able to be re-allocated to a role, team, or region that has long term growth potential. Look for organisations in which you can move laterally.

• Will you have tangible accomplishments in due time? While you should focus on getting your job done to high standards, consider if the job you’re taking/keeping is creating both transferable experience, and achievements you can credibly claim. If not, then future employers can’t be sure you’d deliver something valuable to them! Discuss with future/current employer: Prefer roles and jobs where you own the delivery of tangible value.

Almost every organisation I was worked for had a “restructure” and hired and fired people. I've seen all the above play a role: I benefited from having tangible accomplishments to speak about, I’ve seen people join loss making companies only to lose jobs shortly after, I’ve witnessed cost-oriented functions being disbanded, and I have friends who moved internally to avoid unemployment.