BASICS 4 SUCCESS
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Trying to make a decision to accept or
turn down an offer of employment is one
of the most difficult decisions one must
make throughout one’s career. Many people
wished they would have invested more time
and effort into studying and evaluating
an opportunity before making
a decision. There are of course many factors
in any decision, some are obvious, some
are subtle, and what is important to each
of us is different. However, there is a
“process” that works and it is important
to follow it as closely as possible….. “The
Basic 4 Process”.
As in any process, there is a definite
order to follow, and this is HIGHLY
emphasized in the “Basic Four”. The Order
of Importance of the Basic Four is:
The Position
What is the job the company is really
asking you to fulfill initially? Break down
what the day to day would be, and how much
would you ENJOY this work? Along with this,
it is essential to consider
the people on the team you would be working
with, as well as who would be your supervisor.
These people don't have to become your best
friends, yet they ought to be people you
respect and have a mutual "cohesiveness
with ", which hopefully would become
stronger as time goes on. Your relationship
with your supervisor also needs to be one
that you feel is a "two-way street",
so when you need some support, it would
be given to you, and when you want to share
an idea, it would be truly
heard and taken into consideration. The
"Triad" of: your day
to day work enjoyment, your connection
with co-workers, and your rapport
with your supervisor, are the most crucial
issues on which to focus your thoughts!
Growth
This means different things to people,
yet in general it is what an employer can
offer you long-term that is beyond your
initial assignment. It could mean good,
continually challenging work, or perhaps
some level of management responsibility
or even a switch into something totally
different than your initial role. (i.e.
from design engineering to Sales). Whatever
you see as YOUR growth
path, does this company offer the kind of
opportunities you are seeking in the future?
Location
Simply, this has everything to do with
what you do when you’re not working! What
is it that fills up your time when you are
NOT physically or mentally at work? Can
these activities be done in the new locations
you're considering? Of course if you do
not have to relocate it could mean just
an adjustment in commute time. Keep in mind,
some people actually prefer longer commutes
as this is their personal time to prepare
for the day or unwind from the day at work.
If it does mean a possible relocation,
can you do the things you enjoy in your
personal time and/or continue to do the
things that others in your life require
of you? Is there a cost of living difference?
Far too often, people do not make the investment
of time to consider relocation because it
is difficult and requires time to do research
as well as a certain amount of uncertainty,
the “unknown”. DON'T take the path of least
resistance, as a better opportunity could
be missed! Job satisfaction is the number
one reason people leave a job.... don’t'
let # 3 skip ahead of # 1!!!
Economics Quotient
- Hard & Soft
HARD EQ
This of course is what a company is willing
to pay you for your hard work. It includes:
Base Salary
Potential incentive pay
Health care benefits & costs
Retirement benefits (Pension, 401K etc)
Relocation Assistance - what the company
would pay to move you to their location.
Other things to consider are how often
salary reviews are done and does the company
have any precedence for early promotions.
SOFT EQ
One of the telling things to consider about
a company is their "Soft Economics".
That is what a company does to create an
environment that allows you to do your best
work. Some of the more common examples of
this are things like flex-time, tuition
reimbursement, tools such has computers
that can be used at home (even access via
the internet to work from home), and on-site
exercise facilities.
It also includes something even more important
than these things just mentioned. It is
what a company would do when a crisis hits
your personal life that goes above and beyond
the sick time/bereavement pay a company
may offer. Does the company have a "story
to tell" about when a crisis happened
to one of their employee's and what the
company as a whole did to support that person.
This kind of support is what keeps people
truly committed to their work and employer…..
“The Loyalty Factor"
is the underlying soul of a company!
