JOB,MATURITY,JUST,LONGEVITY,am business, insurance JOB MATURITY OR JUST LONGEVITY?

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Are there folks in your organization who believe in the'longevity model'? Likely there are. These are the people wholearned their jobs really well in the first year of employmentand continue to repeat that same year over and over and over.Perfectly pleasant people performing patiently! Not long ago, I was training in the public sector. The topicwas 'Be Promotable' and, in working with the human resourcesfolks, I asked, "What would you really like your employees tounderstand from this seminar?" One response was that individualshad to realize that simply repeating tasks and occupying a seaton a regular basis would only lead them to the possibility ofcontinuing to occupy that particular seat! People are notpromoted for demonstrating the 'longevity model'. This is an important shift to notice in the work world oftoday. Whether you are a pre-boomer, a baby boomer, or a buster,a Generation X or Y, you can count on one thing. Your work ethicwill not be the same as folks of other ages within yourorganization. Your expectations will be different and your modelwill have been shaped by those expectations. There was a day,not too long ago, when workplace loyalty was a deciding factor.When someone demonstrated loyalty by working well for the samecompany for a long time, they were rewarded by promotion. Infact, they expected it. That was the way things were done. Thiswas not necessarily loyalty to a concept or a person, it was ageneralized loyalty demonstrated by showing up, accomplishingthe work and occupying that seat over a long period of time. Ofcourse, I'm simplifying this to make my point. These days, loyalty is more likely to be demonstrated to anidea, a concept, a product or a person than to a commitment forthe long haul. Whereas once folks had one career, the averagethese days is three careers. Current research tells us that, inorder to move up in your career, you will likely changepositions or companies every two to five years. Not only that,the research suggests you MUST do that to progress. That is amajor shift, isn't it? And, it has taken place within thirtyyears. Huge change in a short time in the way work is perceived. So the 'longevity model' no longer applies to our marketplace.We need the 'maturity model' which exists when employees arelearning, growing AND applying new information while takingresponsibility for their roles, tasks and progress. These folksunderstand the meaning of accountability. That's big! Currently I am working with a department of a large publicsector organization. The fundamental task I have is to shift andsecure their model to one of 'maturity'. The dictionary defines'mature' as "of or relating to a condition of full development".That's what we're after in the workplace: full development. What would it be like if that was the desire and goal of eachand every worker? What would it be like if this was both thedesire and commitment of every employer? What if every employeeAND every member of management were truly accountable? > FOLKS WOULD WORK FOR THE HOURS FOR WHICH THEY ARE PAID. When you take a position, you know the hours, the benefits, thejob description and the compensation. That means that you thenundertake to do those things for that long to reap thosebenefits and take home that compensation. Simple equation. Manyfolks understand it completely. There are some, though, thatseem to take up the challenge of seeing how little they can dowithout being noticed. They even seem to think that theorganization provides them with a telephone and email so thatthey can stay in touch with their friends and fill their socialcalendars. One employee in a firm I worked with actually statedthat she came to work as a respite from her home life and herhome-based business! Very often she could be found chatting inhallways and cubicles about her children, husband and healthrather than focusing on her work and supervising her staff. > FOLKS WOULD FULFILL, AND EVEN EXCEED, THEIR JOB DESCRIPTIONS. In the ideal world, your acceptance of your pay check is yourstatement of fulfilling your job description. Too obvious?Perhaps. Accountability requires that you take the initiative tolearn your tasks. Ask questions. Read books. Keep up with yourindustry by reading newsletters and trade journals. Requesttraining and use it well. Knowing your job reduces your stress.Exceeding your job's expectations leads to promotion. > FOLKS WOULD BE RESPECTFUL OF TIME, ENERGY, RESOURCES ANDFINANCES. Be on time to meetings. It demonstrates respect. Honortimelines and deadlines. It creates high-performance. Conserveresources and money wisely to improve the bottom line. Simple. But why do it? In large companies I have heardemployees say that it doesn't matter much if they make an errorbecause the company will never notice, or, because the companyhas so much money it wouldn't matter. Wrong. It's not aboutthat. It is about you being accountable for the choices you makewhich demonstrate your commitment to doing the best jobpossible. These ARE the things that are noticed. Which model are you? Longevity or maturity? It's yourchoice...and, of course, so are the consequences! Article Tags: Folks Would