How to recession proof your career ?

How to recession proof your career ?

Whether we're actually in a recession or not is the subject of debate.
What is certain is the rising unemployment rate. U.S. unemployment rose to 5% for the first time in two and a half years in December. That's likely a result of the fallout from the subprime mortgage crisis--and there's probably more to come.
Don't wait for the alarm bells to sound. Recession or just a temporary slowdown, there are things you can do to keep your job as safe as possible. "You have to be proactive," says Dale Winston, CEO of the executive recruiting firm Battalia Winston International.

The first step: Make yourself indispensable. Show up early and stay late. Now isn't the time to slack. If your boss needs someone to volunteer for a project, raise your hand to do it, then do it well. "Prove you're a contributor no matter what level you're operating at," she says.
If possible, take on projects for other divisions. It's hard to fire someone when they're valuable to several areas of the business. But be prepared to be stretched. Open jobs might go unfilled for long time periods and you will have to take on extra work. Don't start sleeping at the office, but don't complain about working extra hours for several managers.
Also, look for ways to save the company money," says Bill DeMario, chief operating officer of Ajilon Consulting, a staffing firm that specializes in accounting, finance, consulting and human resources management. That includes everything from telecommuting to a faraway meeting to gently encouraging colleagues not to print all 100 pages of a document unless they absolutely need them. (You can even make the reduced printing targets a competition between different departments so it seems less like a company mandate and more like a silly office game.)
Take a broader view, too. Be aware of your profession's and your company's financial well-being and act accordingly. In other words, people who work in industries that are clearly suffering, like print media, should ramp up their job search and consider ways they can use their skills in similar fields. Look for signs to determine how healthy your company is. Are they tightening the purse strings by limiting travel? Are they asking employees to bring their own lunches to previously catered staff meetings? These may seem like small things, but they can be indications of tight financial times.
If you notice those signs, do more than just work hard. Talk to people in your industry to find out which companies are thriving and make contact with employees there. Use your professional network to accomplish this.
On the bright side, if there is a recession, it likely won't be as severe as the last one. Back then there was a confluence of factors, including the dot-com bust and Sept. 11, 2001, that took a severe toll. Also, the demographics of the workforce are evolving. Large numbers of baby boomers are about to reach retirement age, and while they won't necessarily leave the workforce entirely, they will look to slow down or switch careers. That means there is opportunity for younger employees to fill those gaps.
In the immediate future, if there are widespread layoffs, younger generations will likely handle it differently than their older peers, says Mary Crane, a career consultant who specializes in bridging the generation gap. "They've come into the workplace never suspecting they'll take one job and have it for life," says Crane.
"Lots of them will look at it as an opportunity to explore career opportunities. They might take six months off-- that's how long recessions last--and work on a political campaign because they can build their resume and make great contacts. Or they'll teach. They look at this as opportunity."
We can all learn a lesson from that attitude.

Author : Tara Weiss

Source : Forbes.com

How to ask for salary hike ??

When the economy is in a downturn, employees hunker down and avoid drawing attention to themselves. Asking for a raise? Out of the question.

Not true. If your company is filing for bankruptcy, that's one thing. But work goes on and the best performers—especially the ones who bring on new clients and save their firm money—are justified in asking for a salary hike. The trick is showing your manager how much you're worth.
"The need to reward good employees doesn't change if the economy is in a recession or an upturn," says Doug Arms, chief talent officer for Ajilon Professional Staffing. "Companies make employee investments at different times, and some do it purposely during a recession so they're prepared to come out of it stronger. Employers need to consider what would happen if their best employees leave. The search process is painful since it's so hard to find a good match."

Like with any salary negotiation, find out what people in your market and your position are making. There are several ways to get that information. First, consult a recruiter that specializes in your industry. "Nobody has a better finger on the pulse than a recruiter," says Arms. "They know exactly what your competitors are paying."

You can also find this data on Web sites like PayScale.com. More than 10 million people were surveyed to build the salary database. To find out what you're worth, click on the "Evaluate salary for current job" option. Users must answer 20 questions related to their experience and job responsibilities to find out what others are getting paid.

Once you know your market value, request a conversation with your manager about salary. Don't threaten that you'll leave if you don't get a raise, and stay away from mentioning financial hardship. Instead, remind your manager of the strong contributions you've made. During an economic downturn, highlight new clients you've brought to the firm and cost-saving measures you've enacted. Include the key projects you've completed and goals you've met.

"Yes, your employer might be losing money because of a downturn," says Sherrie Campbell, a workplace expert from PayScale.com. "But if you can prove that you're vital to getting the company through the recession, then a raise is assured."
Next, present your manager with the research you collected on what others in your market are making. If you completed the PayScale salary survey, bring it with you. If you contacted recruiters, mention that. But you want to take a conversational tone instead of a confrontational one. Bring it up as if it's a discussion in which you're presenting research.

"Don't say, 'You're underpaying me,'" says Arms. "Say something like, 'Over the last year we had very specific targets in the organization that I had a vital role in assisting the company with. That, combined with the research I've done on current market conditions, makes me feel that my position here is worth the fair market value. I'd like to have a conversation to discuss my value to the organization.'"

Don't expect to get rejected but be prepared just in case. One route is to consider perks outside of salary. For instance, many people consider additional vacation time just as valuable as money. Other options include health benefits, reimbursement for commuting and professional training in a job-related skill. If you are denied the raise, tell your manager, 'I appreciate that finances are tough now. Can we discuss non-salary perks?'

Another way to deal with rejection is to ask what you can do in the next six months to make this conversation successful the next time. Ask the boss to be as specific as possible.
Says Campbell: "It lets the boss know you're serious and that you're willing to improve to get this raise."

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