Unemployed in the Festive Season? Great! Get out and Party!

It seems like only last month that we were in the middle of the Summer Vacation slump, when all our precious customers are sunning themselves on the beach instead of trawling the shopping malls, but take heart, this is a time of great opportunities, especially for job seekers..

The festive season is a great time to catch up and expand on your network, if you remain focussed, use your head and your time accordingly. The holiday season has always been an excellent time of year for job hunters and networkers.

You Send Mail

Spreading holiday cheer and New Year’s greetings over the phone, via e-mail or with a card is a great and valid reason to reconnect with people you don’t regularly see or with whom you correspond infrequently.

Parties Galore!

There are as many different types of parties and seasonal festivities; office parties, cocktail parties at your neighbours’ houses or scholl concerts for your kids. These present ample opportunities to meet new people and to network in relaxed, convivial settings.

Live Chatter

It’s so much easier to make small talk about things like family, holiday plans, shopping and gifts at this time of year, and those universal topics help break awkward silences and warm up conversations that you can eventually direct toward your networking needs.

Making Connections

The Festive season is the ideal time for job hunters, especially for those who find setting up networking meetings difficult, to make a connection with someone they want to get to know by offering them a ride to a party, providing directions or giving them an admission ticket to an event.

Embrace the Moment
You have been trying to get a hold of these people all year. So, now that they are out there, don’t dread the opportunity that these social events present; embrace them.

Here are some tips to help you make the most of the festive season’s networking opportunities:

1.Be selective

If you are furtunate enough to have multiple invitations for the same date or just don’t want to spread yourself too thin, decide which events are worth your time based on the networking potential that each provides and/or the amount of fun you think you’ll have, but don't get fun and work mixed up.

2.Do your Research

Before selecting the event you’re planning to attend, find out who is expected to be there. Politely ask the person organising the event if they might tell you whom they invited. Then identify the individuals you want to meet. Learn about these people and the companies they work for so you can have an intelligent discussion with them and thus make a positive impression, but don't be a boring geek!

3.Planning ahead.

Have some idea what you might say to break the ice and keep conversations flowing. People are going to ask you who you are and what you do for work, so know how to answer that question:

Come up with a succinct explanation, something funny or a simple anecdote that illustrates what you do and distinguishes you from the rest of the pack. Also think about what you might offer the people you meet in terms of advice, an introduction or a referral. Planning ahead will help you make the most of the event and increase your confidence going into it, but don't actually write a script and if you do do not let anyone see you refering to it.

4.Know your goals

When you finally get in front of your target contacts, what do you want to get out of the interactions? Do you want their business card, or a referral or permission to contact them afterward to discuss your mutual interests? Taking small pieces of their clothing or hair is not recommended, as this will be perceived as 'spooky'.

5.Make a good first impression

In the age of the Internet, a social event is a rare and invaluable opportunity to speak with someone face to face. So give the casual attire a break and look smart for the occasion. Also keep breath mints and your business cards handy. Be sure to have a good close shave beforehand, especially if you are a man.

6.Have a friend introduce you

If you’re rather shy with strangers and uncomfortable introducing yourself to someone new, find someone who knows the people you want to meet and ask that person to introduce you. Show your gratitude to your introducer by finding a way to help him or her. Never forget a favour, but don't pay over any cash. It's not cool.

7.Work the room in twos

You’ll be surprised how much easier it is to meet new people when you do so with another person by your side. Find someone with whom you’re socially compatible, who brings out the best in you and vice versa, and introduce yourselves to someone new, but don't dress identical cause that' just spooky again and avoid the temptation to play 'Good Guest, Bad Guest'.

8.Stay focused

A Festive season networking occasion is not about the food and drink in the same way that a working lunch is not about the food. Remember, it’s all about expanding your circle of relevant contacts and learning and gleaning as much as you can from your conversations.

It’s a good idea to take very small notes, the back of business cards will do. That way you'll be able to recall your conversation when you follow up with them. Try not to take notes openly cause then you'll risk looking like the paparazzi press.

9.Quality

Quality is always more important than quantity. It’s better to spend 'quality' time with a few key people, having a meaningful conversation than to have a dozen superficial chit-chats.

Don’t be too quick to break off a good discussion with one person to start another with someone new. You'll end up flitting around the room picking up new contacts and then quickly leaving them hanging, like some demented bulemic humming bird.

Respect

On the other side, play fair. Don’t waste other people's time or prevent others from doing a bit of networking too. Be respectful and courteous. Your goal is to be remembered for the right reasons and to get someone to take action on your behalf.

Resource or Resourceful

You need to be more than a name on a card or resume; you need be a resource they’ll keep on their radar for appropriate referrals and recommendations.

10.Hold your tongue.

It’s always better to say less rather than more and to remain silent than to put your foot in your mouth. If you don’t have anything to add, don’t feel obligated to talk. You can’t hurt yourself by being quiet, offering a friendly smile, or nodding to indicate that you are listening appreciatively.

It’s better to leave a neutral impression than to damage your reputation by speaking out of turn or making a politically incorrect statement. Plus, you never know what others who are listening could be hearing and then later reporting.

11.Be gracious

Write timely and responsive thank-you notes for invitations, assistance, introductions, referrals and advice. Not only does this show you have good manners and are courteous, but it also makes someone else feel appreciated and reminds them of your interaction.

12.Follow up.

To maximise the value of your networking efforts, be sure to follow up on the contacts you made. Make keeping in touch regularly with your network your new year’s resolution. You don’t want to be "out of touch; out of mind." Persistence is a guaranteed advantage in the job market.

Calculating the odds of being paid off - First step

"Will I still have a job tomorrow? and in the tomorrows after that"

With the world economy claiming to be in a far-reaching recession and companies announcing layoffs seemingly every day, the question of continuing employment looms large in every thinking person's mind.

Clearly, some employees feel that they are at greater risk of losing their jobs than others. What's not so clear is how to calculate that risk. So how do you become your own Risk Manager and carry out a risk assessment on yourself. Consider how you can devise a good method that would help, not only yourself but also other IT professionals, get a relatively objective handle on the odds of getting laid off.

You may be wondering why anyone would want to determine the likelihood of their losing a job. You may also believe that a 'layoff' risk assessment method could be a very helpful tool. Depending on your circumstances, outlook and character, many people worry unnecessarily about getting laid off and others who do get laid off, are often taken completely by surprise.

A risk assessment for layoffs could help IT professionals determine whether they are in the red zone (high) or the green zone (low) risk category, when job losses come around. Low-risk professionals will then be able to rest easy and carry on with their work and the high-risk employees can be proactively defend and entrench their positions, whilst actively preparing themselves emotionally, professionally and financially, for the moment when their jobs get cut.

As a first step, let us propose a list of possible variables that could indicate someone is likely to get laid off. Let us also propose another list of variables that could indicate someone is unlikely to get laid off.

Our goal is to develop an accurate and plausible assessment, one that will really help people get a grip on their futures. Coming up with such an assessment, can be difficult, for a whole variety of reasons. One of these reasons would be an incomplete or inappropriate list of variables.

If you examine the lists below and identify which of the variables are appropriate to your circumstances and discard those that are not. You can also weigh a certain number of the retained variables more heavily than others, because of their importance or criticality.

Examine also how the assessment is structured. Structuring it as a questionnaire would allow people to assign points for each negative variable (e.g. each strike against them) and subtract points for each positive variable. The conclusion would be easily calculated and greatly simplified. People with high scores are more likely to be laid off than people will lower scores.

Remember that the goal of this assessment is to help and support people, not to frighten them.

Variables that Could Indicate Someone Is Likely to Get Laid Off

1. Your employer is not meeting its financial plan. (he's broke!)
2. Your salary is at the high-end of the pay scale for your profession or function. (so much for ambition!)
3. A position or function you help support has been eliminated or restructured. (the horse died!)
4. You work on a project that has been cut or that you sense is going to be cut. (Zepellin restoration)
5. You gossip or complain a lot. (no wonder. Look at the previous options on this list)
6. The work you do is mundane or repetitive in nature (e.g. re-setting passwords or setting up routers) and could be outsourced to a third party. (or monkey with learning difficulties)
7. Your work is not customer-focused. (but I work in Security)
8. The function you work in is well/over-staffed (full of "fat" cats that need a trim)
9. You don't "fit in" with the 'culture' of your department. (You are sober)
10. Your company could find someone to replace you at a lower cost with relative ease (e.g. going to the bus stop line, rather than hiring a head hunter)

Variables That Could Indicate Someone Is Unlikely to Get Laid Off

1. You've demonstrated your ability to adapt to new strategies. (Flexible as Yoga)
2. You have good relationships with different people throughout your company. (married to the boss?)
3. Your position is cross-matrixed to different leaders. (you are a bigomist)
4. You have a good rapport with your boss, and your boss is regarded highly by senior management. (you still own the negatives from the office party)
5. You work on multiple projects that are critical to dealing with existing business conditions. (your wife sleeps around)
6. Your skills are up to date, in demand and align with the IT organization's current and future needs. (you have killed all the competition in the office)
7. Your company would have difficulty finding someone to fill your shoes. (you are overweight)

Communications - mutual respect

The primary key to motivating another person is trying to understand their perceptions and manage their expectations.

The primary driver for men is normally status and respect, their standing in the community. This is not only a defensive action but can also be an offensive action. A man's status and respect is most beneficial to him when it grows. A more defensive reaction is triggered when it is seemingly being assailed or reduced.

Initial man-to-man meetings can result in an immediate confrontation and checking of status and esteem, starting with "What is your job title?" and followed by "What 'things' have you got?" e.g. cars, houses, women, etc. The answers are rated, by both sides in the comparative status stakes and from this each person's position in the 'pecking' order is established and a resulting hierarchy is established and will remain, until a change in status is achieved by either party. This can be done openly and aggressively or subversive and defensively. Therefore, it is in both men's interest to check their status, often. Discuss!

A US study of 400 hundred men proposes; 74% said that they would prefer to be alone and unattached, rather than be disrespected and made to feel inadequate (married??). Men perceive criticism as contempt and 81.5% of the sample group, felt disrespected when in conflict with their wife or partner. So, 85% of men withdraw into silence during a conflict. Possibly because he is unfamiliar with the feelings he is experiencing and /or in an attempt to keep or gain control of himself and his emotions. It is an internal fight, an attempt to stay calm so he doesn't break out of his shell and overreact, breaching social norms or worse. He may see it as the honourable and respectable thing to do but his wife or partner will only feel shut out and rejected by this. So the conflict continues, until it reaches a crisis point.

On the other side, it is said that the primary drive and deepest value for women is acceptance and affection. They communicate freely and verbalise openly. They will opt to do this with other women to resolve a conflict, which normally leads to reconciliation or at least mutual understanding. This is not what men do and it is naive to expect it.

The initial meeting between women will be an exchange of feelings and expressions, to ascertain what this person is like and can we bond. The need to be accepted and embraced as part of a supportive 'family' group or 'pack' is very important. Not so with men, they are vying to 'lead' or 'dominate' the 'pack' and be the top dog because it is residual in their ancient genes to do so.

Most women are endowed with the need to be supportive people, teachers or instructors particularly if they have children. They quickly adopt the role of teachers and therefore critics of their husbands, partly without intending to or without realising it. They just simply want to put him on the 'right' path to building a better, more cohesive pack. Their motives may be pure but their tactics often wound the man. Women want their partners to be inclusive, to be close, to open up, to talk, etc. Most importantly, he should be willing and able to listen and share, not necessarily trying to "fix" her every concern or issue, except loose floor boards, faulty lights and other household fittings. In these cases a definitive list often helps.

Men communicate on a competitive level, by sharing experiences, sports or other physical activities. This is normally done on neutral round, without threatening direct eye contact and by just sitting with each other side-by-side, in a guarded position, backs to the wall and facing outward. To gauge their feelings and reactions, women will share experiences openly, in a non-competitive manner and by talking about them to each other, sitting face-to-face, often touching and often in a group or inclusive circle.

Quick tips

To Communicate with the men:
1. Regularly tell your male employees what you appreciate and admire about them - be aware of, and build on their self esteem
2. Stop instructing and correcting and give them your trust and respect - empower them, give them a chance to succeed and the support that will prevent them failing
3. Take time to spend time with them and get to know 'who' they are and what motivates them - no threatening eye contact and no competitive comparisons, don't judge people

Communicate with the women:
1. Make time to talk to them face-to-face - 'include' them in your day, allow them to include you
2. Listen to their problems and don't be too quick to jump in and try to "fix" what is wrong - share their concerns and validate their feelings, be supportive and open
3. Regularly tell your women employees what you appreciate and admire about them - build their self esteem but guard their open-hearted-ness, it is a gift bestowed and not to be used or abused.

Communicate - Single minded isolation and solitude is no way to protect your status or self respect. It just restricts it.

Share your thoughts and feelings and support others who wish to do the same. Build open cohesive teams, not barriers.