The frequency and pace of change in your organization, the exponential growth of your professional transparency, your lack of energy to connect with others while employed (visibility), and your lack of energy regarding your performance assessment (value), all create professional risks for you. With increased turbulence in your organization resulting in roles, responsibilities, and relationships changing with great frequency, your ability to benefit from the development of organic relationships (ones that grow naturally over time) or purposeful relationships (ones that you proactively create with a goal in mind) is being seriously eroded.
Another reason networking while employed and performance appraisals are becoming increasingly ineffective is the explosive growth in professional transparency. As recently as seven years ago, unless the subject of your search was your favorite movie star, rock star, or politician, your ability to find details about another individual was challenging. This was not due to your faulty research skills – information about an average individual simply did not exist publicly.
Frequency of change refers to how often it occurs. There was a time when organizations were proud of their stability and consistency. Acquisitions were infrequent, and words like “right-sizing” and “down-sizing” were not in the dictionary. Your job description had not changed for years.
Coming December 2nd!
I’m thrilled to announce my new podcast called “Be Brave @ Work with Ed Evarts: Stories About Courageous Steps in Your Workplace.”
Networking may be the most effective way for individuals looking to land a new job and for self-employed business owners to create revenue. However, networking is significantly less effective for employed business professionals seeking ways to grow in their current organization.
Networking is, and will continue to be, an important professional activity for business professionals. I previously stated that 60 – 70% of employed individuals located their most recent job opportunity through networking. These numbers were corroborated in a poll I conducted on LinkedIn. I found that 59% of 1,339 respondents chose the category “by networking with friends and colleagues” as the strategy that led them to their most recent job. Therefore, networking seems to be three times more effective than using an on-line job board and almost three times more effective than using a recruiter.
There is little doubt that human beings have a need for social interaction and networking. In his landmark paper A Theory of Human Motivation (1943), Abraham Maslow concluded that, after fulfilling our psychological and safety needs, we must fulfill our interpersonal and “belongingness” needs. To paraphrase Maslow, individuals hunger for affectionate relationships with people and they will strive with great intensity to achieve this goal.
As stated previously, there is no greater activity to begin the process of raising the value you create for your organization than a conversation with your boss. By approaching your boss and requesting a conversation regarding value creation, you are already raising your value in your organization. Yet, at the same time, this is not a conversation being held in organizations across the globe.