May 10, 2010 at 11:15 pmSkills and work (“they don’t value me”)
I have observed this syndrome with many with whom I work. Even I watched at home [because of which I left the previous work]
Syndrome, in short, sounds like this: “They do not value me.”
A person works, works, and gradually realizes that the money that is paid to him here does not correspond to his skills.
What does it look like? I tried to draw a diagram and explain it:
(if the figure on the right is not visible, refresh the browser to display svg, here is a direct link to the image )
Suppose you have 20 skills: 10 of them are high (conditional index 20) and most of them you are interested (20x10), the rest you have are low, among them 5, in principle, are interesting to you. Total, your "index of professionalism" 20x10 + 10x2 = 220.
Your work requires 10 skills of 10 each, of which you have your qualification for starting work - 4x20 + 6x2. One of the weak skills is interesting to you, and you begin to "download" it. After a while, you study it to a fantastic level of 20 (you need 10 to work). AND…
And you feel that nobody appreciates you. Your qualification is 220, which crawled to 238, and this was done precisely in the area that the employer needs! The tasks that you solve (in interesting skills), God forbid, if 50% of your knowledge requires. Plus, they’re hanging nonsense on you, demanding that you do something that is not interesting to you.
This is the syndrome of "they do not value me."
A person begins to feel discomfort from his work, demand an increase in salary, begins to do things that have not given up due to official duties (for example, he raises dynamic routing in a network of two routers, adds some kind of creepy policies to the domain, etc.) , or, in the worst case scenario, begins to suffer from a watchman syndrome, spreading bureaucracy and trying to artificially increase one's own importance (so that everyone who can be forced to bow down for every nonsense, and in writing). In the best case, the person is aware of the situation and decides that something needs to be done.
Consider the situation from the position of the boss. (we believe that both parties understand skills very well, the employer is sane, the employee is objective, etc.)
From the position of the employer: “I need someone with at least 100 skills (10x10). This new one is not very (52), but seems to be trying, (caught up to 60). True, recently he began to be lazy (60 as it was, a lot of work was done somehow). ”
And, now, this man comes and asks for an increase. For what? For these 8 units of improvement? But how much does he think about himself?
The boss is trying to explain that “it’s no longer necessary to pay for it”, but in response they tell him a lot of skills that they didn’t give up at this job, and the question “why the client-bank accountant doesn’t work the second day” is heard only outrage about crooked software and the wrong scene, which is poorly danced.
For starters, evaluate how much of your work is made up of uninteresting areas, how much time they take and how much you deal with them (and what are the prospects in terms of reducing / increasing this part).
The most trivial and bad way: do nothing. To bury around and be glad that there is work in our difficult crisis years.
If you understand that work essentially boils down to the boring part, and your mega-skills are, of course, useful, but not the main ones, you were mistaken for the work. If you are an office manager who has written 300 VBA macros for himself, who do everything for you, from taking into account the office and automatically sending happy birthday greetings, but you don’t come to work on time, you have a bad voice and not a very charming appearance unshaven man, then you are a poor office manager. No matter how cool you rewrote the birthday greetings script from VBA to Haskell, this will not make you better in terms of working as an office manager. This is just not your job .
If you see that a lot of extraneous work is hanging on you, it might be worth discussing with your superiors (it’s not a fact that they will understand that I’ll write about the multi-armed Shiva syndrome). If you manage to persuade you to free you from the uninteresting part of the work, then you can do something interesting. The only question is what will you offer the employer in return for exemption from uninteresting work. Perhaps, if you carefully paint everything, it turns out that, for example, you and a couple of people need a specialist in this field, and spreading the forces of existing people is ineffective. And you, instead, will be able to provide better here and here, because devote yourself to this in a larger volume. But the likelihood of this ... well, it's hard for me to evaluate, but I would not be too optimistic.
It must be understood that it is not the employer who is to blame for the “out of work” situation. And not an employee. This is an objective situation: you do not 100% cope with official duties. And your job responsibilities don't match your skills. But you must solve this problem, because if the employer solves it for you, it will be very offensive and unpleasant.
The best way out of this situation may be another job, which is "higher than you qualifications." Suppose, with your same skills, 30x30 is required from you (30 different skills with an understanding level of 30). Which is wider and deeper than what you have. In all areas.
Will you have the feeling “they don’t value me” at this job? No, it’s rather the other way around (they let me in and tolerate me, and they teach me how happy it is!).
Will you have the prospect of skill development? Yes! Yes! Yes!
Will you have the opportunity to show your achievements to your employer? Yes! If you study, then it will be clearly visible. Even if out of these 30 dozen turns out to be “gray” skills that you are not interested in, the remaining 20 are a clear and rapid growth of you as a specialist.
Hence the moral: when changing jobs, always strive to find work “on the verge of qualification,” or perhaps beyond. And when discussing salaries, evaluate not “yourself”, but what you do and how you do it.
Syndrome, in short, sounds like this: “They do not value me.”
A person works, works, and gradually realizes that the money that is paid to him here does not correspond to his skills.
What does it look like? I tried to draw a diagram and explain it:
(if the figure on the right is not visible, refresh the browser to display svg, here is a direct link to the image )
Suppose you have 20 skills: 10 of them are high (conditional index 20) and most of them you are interested (20x10), the rest you have are low, among them 5, in principle, are interesting to you. Total, your "index of professionalism" 20x10 + 10x2 = 220.
Your work requires 10 skills of 10 each, of which you have your qualification for starting work - 4x20 + 6x2. One of the weak skills is interesting to you, and you begin to "download" it. After a while, you study it to a fantastic level of 20 (you need 10 to work). AND…
Employee position
And you feel that nobody appreciates you. Your qualification is 220, which crawled to 238, and this was done precisely in the area that the employer needs! The tasks that you solve (in interesting skills), God forbid, if 50% of your knowledge requires. Plus, they’re hanging nonsense on you, demanding that you do something that is not interesting to you.
This is the syndrome of "they do not value me."
A person begins to feel discomfort from his work, demand an increase in salary, begins to do things that have not given up due to official duties (for example, he raises dynamic routing in a network of two routers, adds some kind of creepy policies to the domain, etc.) , or, in the worst case scenario, begins to suffer from a watchman syndrome, spreading bureaucracy and trying to artificially increase one's own importance (so that everyone who can be forced to bow down for every nonsense, and in writing). In the best case, the person is aware of the situation and decides that something needs to be done.
Employer position
Consider the situation from the position of the boss. (we believe that both parties understand skills very well, the employer is sane, the employee is objective, etc.)
From the position of the employer: “I need someone with at least 100 skills (10x10). This new one is not very (52), but seems to be trying, (caught up to 60). True, recently he began to be lazy (60 as it was, a lot of work was done somehow). ”
And, now, this man comes and asks for an increase. For what? For these 8 units of improvement? But how much does he think about himself?
The boss is trying to explain that “it’s no longer necessary to pay for it”, but in response they tell him a lot of skills that they didn’t give up at this job, and the question “why the client-bank accountant doesn’t work the second day” is heard only outrage about crooked software and the wrong scene, which is poorly danced.
What to do?
For starters, evaluate how much of your work is made up of uninteresting areas, how much time they take and how much you deal with them (and what are the prospects in terms of reducing / increasing this part).
The most trivial and bad way: do nothing. To bury around and be glad that there is work in our difficult crisis years.
If you understand that work essentially boils down to the boring part, and your mega-skills are, of course, useful, but not the main ones, you were mistaken for the work. If you are an office manager who has written 300 VBA macros for himself, who do everything for you, from taking into account the office and automatically sending happy birthday greetings, but you don’t come to work on time, you have a bad voice and not a very charming appearance unshaven man, then you are a poor office manager. No matter how cool you rewrote the birthday greetings script from VBA to Haskell, this will not make you better in terms of working as an office manager. This is just not your job .
If you see that a lot of extraneous work is hanging on you, it might be worth discussing with your superiors (it’s not a fact that they will understand that I’ll write about the multi-armed Shiva syndrome). If you manage to persuade you to free you from the uninteresting part of the work, then you can do something interesting. The only question is what will you offer the employer in return for exemption from uninteresting work. Perhaps, if you carefully paint everything, it turns out that, for example, you and a couple of people need a specialist in this field, and spreading the forces of existing people is ineffective. And you, instead, will be able to provide better here and here, because devote yourself to this in a larger volume. But the likelihood of this ... well, it's hard for me to evaluate, but I would not be too optimistic.
Beautiful solution
It must be understood that it is not the employer who is to blame for the “out of work” situation. And not an employee. This is an objective situation: you do not 100% cope with official duties. And your job responsibilities don't match your skills. But you must solve this problem, because if the employer solves it for you, it will be very offensive and unpleasant.
The best way out of this situation may be another job, which is "higher than you qualifications." Suppose, with your same skills, 30x30 is required from you (30 different skills with an understanding level of 30). Which is wider and deeper than what you have. In all areas.
Will you have the feeling “they don’t value me” at this job? No, it’s rather the other way around (they let me in and tolerate me, and they teach me how happy it is!).
Will you have the prospect of skill development? Yes! Yes! Yes!
Will you have the opportunity to show your achievements to your employer? Yes! If you study, then it will be clearly visible. Even if out of these 30 dozen turns out to be “gray” skills that you are not interested in, the remaining 20 are a clear and rapid growth of you as a specialist.
Hence the moral: when changing jobs, always strive to find work “on the verge of qualification,” or perhaps beyond. And when discussing salaries, evaluate not “yourself”, but what you do and how you do it.