Job Loyalty? May Not Be Downsizing-Proof

We live in an age when the one-company individual no longer exists.  Your father, mother or grandparents may have worked for one company their entire lives.  Now it is not uncommon to be employed by three, four and even five or more companies during one’s worklife.

Accelerated by unending layoffs, the number of managers and executives who have changed jobs four or more times has increased dramatically according to surveys our company conducts among the individuals who go through our program.

While an increase in the number of workers staying with their first and only employer will undoubtedly be vital in helping companies recover following the recession, in a slow economy, not even loyalty to a single employer will help protect one from downsizing.

While worker loyalty may never result in lifetime employment, it pays off in the employment market where frequent job switching has fallen out of favor.

Unfortunately, our latest numbers show that increased loyalty on the part of employees toward their employer is not always reciprocated.  It is not that these one-company employees are more vulnerable to job cutting, it is simply that there are more of them in the workplace, so they are more likely to be affected by no-fault downsizing.

Some would argue that employees’ new found loyalty will disappear as soon as the economy improves.  There will certainly be an uptick in job changes, especially as underemployed workers (such as computer programmers working part-time in a coffee shop) find higher paying positions in their primary field.

However, in one recent survey 65 percent of respondents indicated that they were not likely to change jobs in the next six months even if conditions improve.

Even if loyalty to an employer does not protect you from downsizing, there are benefits to staying with one company for a prolonged period.

It demonstrates to future employers that you are committed — that you are not simply going to take advantage of training and other benefits only to leave when a higher paying offer comes along.

Additionally, staying with one company allows workers to build rapport with customers, vendors and other industry executives who could prove to be vital in finding new employment.

Many one-company workers unexpectedly thrown into the job market may feel that they are at a serious disadvantage in such a competitive environment, believing that the stigma attached to them is that they have limited experience and will be unable to adapt quickly to the new work situation.

The goal of the one-company job seeker is to allay any fears or concerns a prospective employer may have.

The following advice is for just such a job seeker:

Do not acknowledge or bring up any negatives or say you realize the interviewer may have concerns about your background.

Be prepared to show you are the most qualified person for the job and that you will make an immediate and positive impact, enhancing the company’s competitive edge.

Focus on specific achievements.  Cite examples from your previous job that highlight your most significant accomplishments.

Share examples that show you are a team player.  Employers like to hire likable people, those who will get along easily with others.  They are not interested in hiring people who are going to disrupt the flow of business no matter how competent the individuals may be.

With the heightened competition faced by all companies in today’s global economy, employers prefer workers who have an immediate impact and who fit in quickly.  Since one of the major concerns about hiring a one-company job seeker is that the individual will not be able to adapt quickly to the new working environment, one of the qualities you will want to stress is your flexibility.

Focus on your wealth of experience.  It is likely that during your tenure with your previous employer, you worked on a number of assignments in different departments.  You may have been transferred or promoted to different offices of the company.  All should be pointed out.

Examine your work record and be prepared to effectively address any concerns you think may be raised by the interviewer.  The better you understand yourself and how you may be perceived by prospective interviewers, the better chance you will have at heading off potential problems and presenting yourself in the most positive light.

You may think you have limited references, but do not forget former co-workers and people you supervised.  If there were certain clients or customers with whom you built a strong rapport, you may want to include them on your list.  Before putting anyone on your reference list, you should contact them and inform them of your intentions, provide them with an updated resume and coach them on what traits you are trying to emphasize in interviews.

John A. Challenger is chief executive officer of Challenger, Gray & Christmas, Inc., the global outplacement consultancy that pioneered outplacement as an employer-paid benefit in the 1960s.  Challenger is a recognized thought leader on workplace, labor, and economic issues.