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How Not to Get Fired at Your Job: Top Ten Strategies
By, Jason VanOra, Ph.D. and Petra Symister, Ph.D.
Although the economic climate in the U.S. remains in flux, economists have recently shared the good news that unemployment rates are finally beginning to decrease and that new jobs are finally being created in both the public and private sectors. For those who are starting (or soon to be starting) a new job, it is important to know that employers are looking at more than whether or not you complete your day-to-day tasks. They are also concerned with "engagement, which is defined as an overall sense of enthusiasm, commitment, and involvement with your job and the larger organization. Here are some specific strategies that will help you to show your employer that you are, indeed, fully engaged and therefore, a keeper in the organization.
1. Take the time to develop meaningful connections with your new coworkers.
Don't think it's just about finishing the work! Your boss wants to see that you can work well with others and are well-liked. This is an important part of creating the sort of happy, positive work environment that most employers wish to promote. And remember that you'll want coworkers speaking on your behalf come evaluation time!
2. Show your employers that you understand the mission of the organization.
How did your organization begin? What are its main goals? How has it evolved over time? This knowledge will impress your bosses by showing them that you understand the "bigger picture and are concerned with more than just your individual tasks.
3. Make sure to communicate frequently and effectively with your supervisors.
While you do not want to inundate your supervisors with unnecessary emails, you should definitely let them know when you have accomplished a major task. Also, make sure that you respond to all emails that your boss sends you directly, even if just to say "Thanks for the information.
4. Show that you believe in your abilities to get the task done!
Forget false modesty! Studies show that people who show confidence are more likely to be trusted with difficult tasks and be promoted on the job.
5. Initiate important tasks
If you want a promotion, then show your bosses that you know how to take initiative. Propose a new filing system, way of disseminating messages, or possibility for bringing in money. Even if your idea doesn't pan out, it shows that you are thinking outside of the box and eager to make contributions.
6. Make "civic" contributions to your organization.
Show that you care! If your organization sponsors fund-raising events for important causes, be sure to participate. You might also participate in recycling efforts within your organization or coordinate healthier "pot-luck lunches than the local eateries provide.
7. Don't be afraid to ask for help
Asking questions shows that you're concerned with doing a good job and have the ability to seek assistance when needed. Most coworkers will appreciate being recognized as a valuable resource within the organization. "Knowing it all from the outset is unrealistic and attempting to fake it will probably turn your coworkers off.
8. Be sure to follow-through!
Don't just send off your work and forget about it! Make sure that the person receiving your contribution has what s/he needs from you and ask about whether there is anything else you can do to keep the project on-course. Remember, if the project isn't completed on-time, all members of the team are likely to be held accountable.
9. Take one for the team
Mundane and tedious tasks come with all jobs. Your willingness to occasionally take on the grunt work will surely make you a valuable asset to your bosses and help you build those solid connections with coworkers.
10. Hang in there!
Make sure to show that you are willing and able to persist on the more difficult projects. This shows both a commitment to the organization and an ability to persevere, despite challenges. This will ultimately lead to your bosses trusting you with more serious tasks.
Starting a new job is always difficult and each organization has its own characteristics and requirements. However, wherever you are, you want to show that you are fully engaged and committed to your job and also a team player. We wish you the best of luck in your career.
References
Little, B. & Little, P. (2006). Employee engagement: Conceptual issues. Journal of Organizational Culture, Communications, and Conflict, 10, 111-120.
Lockwood, N.R. (2007). Leveraging employee engagement for competitive advantage: HR's strategic role. Society for Human Resource Management, 2007 Research Quarterly.
Luthans, F. & Peterson, S.J. (2002). Employee engagement and manager self-efficacy: Implications for managerial effectiveness and development. Journal of Management Development, 21, 376-387).
Macey, W.H. & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.
Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 7, 600-619.
U.S. Bureau of Labor Statistics (2012). Unemployment Rate Falls to 8.5 Percent. Information retrieved at http://www.tradingeconomics.com/united-states/unemployment-rate.
Bios:
Dr. VanOra is a Social/Personality psychologist and Assistant Professor of Psychology at Kingsborough Community College. He has written articles in both narrative and health psychology and studies the impact of life challenges on personality, resiliency, and identity.
Dr. Symister is a Social/Health psychologist Assistant Professor of Psychology at Kingsborough Community College. Her research interests concern engagement, as well as the connection between psychosocial factors and chronic illness.
