SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, is answering HR questions as part of a series for USA Today.
Do you have an HR or work-related question you’d like him to answer? Submit it here.
In recent years, I’ve noticed an influx of younger talent entering the workforce and have started to worry about remaining competitive among the incoming generations of tech-savvy and less expensive talent. What can I do to keep myself competitive in the workforce? –Peter
Johnny C. Taylor, Jr.: I can definitely understand and appreciate your concern. At some point, each of us must navigate how to remain competitive as new generations of talent enter the workforce. There is no denying that younger workers bring with them unique skill sets that are changing the labor market. But I submit to you that as a seasoned worker, you bring years of experience and institutional knowledge to the table that employers find well worth the cost of a higher salary.
Instead of focusing on the skills and talent of upcoming generations, this is a key opportunity to recognize all you have to offer as an experienced worker and to take the time to invest in fine-tuning your skill sets. I encourage you to push past preconceived notions surrounding older workers and instead understand your full value and how to market your unique skills and experiences. There are several approaches you can take to set yourself apart from younger talent.
Start by being a lifelong learner. Education can take many forms. Perhaps you want to go back to school. Many employers offer tuition assistance programs to help offset costs. Alternatively, consider pursuing a certification relevant to your field. Many courses are conveniently accessible online. Investing in your education shows employers you are committed to continual learning, and combined with extensive experience, this makes you highly marketable.
Next, highlight your proficiency with relevant technology. Despite existing stereotypes, technology is not just for younger workers. Employers look for candidates who can embrace innovation to enhance performance. Demonstrate how you have used new technology to thrive in your workplace.
Also, remember to be adaptable. With new generations entering the workforce come new ideas and innovation. The way we do work is constantly evolving, and now more than ever, employers need people who collaborate well with others, are willing to pivot to get the job done and are flexible with work location. Showcase your flexibility on your resume and during the interview, providing examples of how your adaptability contributed to your success.
Lastly, highlight your power skills. Years of experience have allowed you to develop a range of sought-after skills that younger workers are still learning. Power skills such as leadership, organization, critical thinking, innovation, teamwork and interpersonal communication are pertinent to a business’s success and give you a valuable advantage over less experienced candidates.
At the end of the day, employers want a diverse workforce, which includes having multigenerational employees. I hope this helps as you leverage these strategies to showcase your knowledge, skills and experience.
I recently accepted a promotion at work, but the new role looks different than what was communicated to me. Long hours, stressful decisions and a change in my scheduled shift make me feel like I was deceived in the promotion process. I’m honestly not happy in this new role. What are my options? –Jarrod
Johnny C. Taylor, Jr.: It is disappointing that your new position is not what you expected. While every new role comes with a learning curve and new set of challenges, there seems to be a disconnect in what was communicated versus the actuality of what this role requires. As you think about your options, it is important to consider them carefully and be open to solutions you may not have anticipated.
I would start by having an open and honest conversation with your manager. Come prepared to share specific examples of pain points in your new role and how its requirements differ from what was originally communicated. Try to keep the conversation positive and constructive. Remember, you share a goal of wanting to find a solution that works for both you and your employer. Your manager wants you to succeed in your new position and will likely have useful insight, tools or ideas that can help alleviate some of the stress.
After meeting with your manager, make a concerted effort to apply the guidance you received before making any decisions. If you give the new role a fair chance and still find the work too stressful and misaligned with your desired work schedule, it may be time to explore other options.
If you enjoyed your previous role, consider asking your manager if it is still available and if moving back into the position is an option. If it is not, reach out to your HR team to see if there are any vacant roles for which you’d be qualified.
Keep in mind that your employer isn’t obligated to offer you your old job back or find a new position for you within the organization. You may need to apply and interview for other available positions internally.
If your old position is no longer available and there aren’t any current open positions that meet your interests, it may be time to look outside of your organization. Ask your employer to consider offering you some type of transition or severance pay to keep you afloat while you look for a new job. While they aren’t obligated to help you, being promoted is a good indicator that your employer has been pleased with your performance up until this point, and they may be willing to help you buy time until you land on your feet.
I understand this is a difficult situation, so take the time you need to examine all your options. Keep the dialogue open with your manager, and give yourself time to adjust to your new position before deciding your next step. Good luck!
