Controlling Your Outcome through Business Acumen
It’s been a while since I’ve shared a post on here saying anything about what I have going on. However, I want to share a little bit about a situation that I have going on. Last month, I cut my hours in half because I was considering leaving my job and going somewhere else. I felt that my job was taking us for granted and treating us poorly. All we heard were gripes about us underperforming. So, I began searching elsewhere. I quickly found another company that pays just as much as I currently earn. Moreover, I’d control my schedule. So, I built a strong hand to leverage. I, initially, intended to drop my current company the 1st day of training at the new company. However, my trainer advised that I try it out first to ensure that I was comfortable with the role. Furthermore, while I was in training at my new job, I had a discussion with my supervisor at my current job and negotiated terms of service that would convince me to stay; I hinted at the leverage that I had. I called for balance and acknowledgment of our efforts. I desired to be better informed of my employment status, good or bad. Until my meeting with him, I was getting mixed signals. We all were. Finally, I laid down that until my requirements would be met, I’d continue weighing my options rather or not to leave. Now, due to my valid points—along with the company’s track record substantiating my points—they gave in to my demands. This caused me to change my course of action and remain with the company.
Now, this leads to part 2 of this post. Although I prefer delegating when I can, I’ve come to understand a few things about people in general. Many folks are unreliable. Never take things at face value. Always look into things myself. Finally, if I need something done, make sure to direct the cause of events to my desired conclusion. Initially, to change my schedule to fit my plans, I cut my hours in half with the intentions to work the other job for the remaining hours. This’d allow me to weigh my options and A) leave my current job B) drop the new one for my present one C) keep both. However, after deciding to remain at my current job, I reached out to Workforce Management to add my remaining hours back. Now, my company has routinely demonstrated incompetence—particularly in Workforce Management’s Department.
It’s been a while since I’ve shared a post on here saying anything about what I have going on. However, I want to share a little bit about a situation that I have going on. Last month, I cut my hours in half because I was considering leaving my job and going somewhere else. I felt that my job was taking us for granted and treating us poorly. All we heard were gripes about us underperforming. So, I began searching elsewhere. I quickly found another company that pays just as much as I currently earn. Moreover, I’d control my schedule. So, I built a strong hand to leverage. I, initially, intended to drop my current company the 1st day of training at the new company. However, my trainer advised that I try it out first to ensure that I was comfortable with the role. Furthermore, while I was in training at my new job, I had a discussion with my supervisor at my current job and negotiated terms of service that would convince me to stay; I hinted at the leverage that I had. I called for balance and acknowledgment of our efforts. I desired to be better informed of my employment status, good or bad. Until my meeting with him, I was getting mixed signals. We all were. Finally, I laid down that until my requirements would be met, I’d continue weighing my options rather or not to leave. Now, due to my valid points—along with the company’s track record substantiating my points—they gave in to my demands. This caused me to change my course of action and remain with the company.
Now, this leads to part 2 of this post. Although I prefer delegating when I can, I’ve come to understand a few things about people in general. Many folks are unreliable. Never take things at face value. Always look into things myself. Finally, if I need something done, make sure to direct the cause of events to my desired conclusion. Initially, to change my schedule to fit my plans, I cut my hours in half with the intentions to work the other job for the remaining hours. This’d allow me to weigh my options and A) leave my current job B) drop the new one for my present one C) keep both. However, after deciding to remain at my current job, I reached out to Workforce Management to add my remaining hours back. Now, my company has routinely demonstrated incompetence—particularly in Workforce Management’s Department.
Moreover, this time isn’t any different. When I decided to change my schedule, I reached out to human resources directly to propose my change. I did so knowing that either A) it’d be accepted or B) I’d leave. It was accepted. Now, I’m trying to get my hours back. Currently, I’ve picked up my hours by manually requesting to add hours. However, that’s time-consuming. I’d prefer for them to be there automatically. Initially, I reached out to a point-of-contact in human resources to no avail. Her track record has illustrated that she’s hard to reach. So, next, I reached out to my supervisor to contact Workforce to request adding the additional hours permanently. However, they’ve only been adding them daily, now weekly. Finally, I reached out to the point-of-contact in Workforce to request that the change becomes permanent. Workforce notified me that I’d have to reach out to human resources for that. So, I did. Human resources attempted to redirect me back to Workforce. However, I put an end to the chain of incompetence by having human resources reach out to Workforce and voice my concerns. Also, I reached out to Workforce to have them reach out to human resources. This way, I wouldn’t have to overextend myself. Now, I know the key personnel and whom to reach out to. More importantly, I resolved the run-around from both parties.
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