Expected turnover and companies giving up on people growth 

Back in the 90s, companies were all about training their employees and helping them grow.

But things have changed : 

• people quickly feel stagnation so they switch jobs on a four year average. For employees, sometimes changing jobs is the only way to receive a salary raise or progress in their careers.
• so, companies don’t want to spend money on training someone who might leave soon. 

Or maybe it’s the opposite. 

We are not here to point fingers and say who started first, but we think we can all agree on a few things.

Most managers are so caught up in their own work that they hardly have any time or energy left to help their team members. HR professionals are buried under stacks of paperwork. (GDPR, legal stuff, payroll, and tons of other administrative tasks).

The responsibility of career development is now on the employees.

If you feel like no one’s looking out for you at work, don’t wait around. It’s a warning sign that you could be in trouble soon. You definitely don’t want to find yourself a few years down the road with no clear skills, outdated knowledge, and no understanding of how things work politically in the company.

And that’s where the rule of 3-10-P takes place.

The rule of  3-10-P

3 key competencies

Unless you want to become a lone ranger in the professional world (which I strongly advise against), it is advisable to avoid the “jack-of-all-trades” approach. 

Modern companies crave specialists. That’s why it’s crucial to pinpoint and combine three specific competencies that align seamlessly, forming your unique value proposition.

Think of it as crafting a special blend that reflects your true talents and strengths. By sharpening these abilities, you’ll skyrocket your growth potential by becoming an invaluable expert in your niche while collaborating harmoniously with other specialists. 

It’s like smart investing: instead of blindly following common funds that promise easy returns (but often deliver little), take the time to educate yourself and select the right 2-3 values. That’s where the real growth happens.

10 skills

While identifying your key competencies helps you craft a unique profile and value proposition in the eyes of companies, it’s equally essential to have the right tools to articulate it. 

How many languages can you speak? Are your aptitudes relevant to your company’s market now and in the future? How are the top experts in your field, and can you connect with them, compete, and collaborate?

What software programs are you proficient in, and are or will they still relevant in the market? Who are your competitors, and can you adapt to new tools and understand their functions?

These ten items form your unique skill set, and it’s crucial to nurture them and stay abreast of emerging practices to remain competitive.

Politics

We totally get it. We all have our opinions about politicians, and they’re not always the most popular people in the world. Most competent workers prefer to steer clear of office politics altogether. 

While it’s perfectly understandable to want to avoid entering the arena, it’s also a risky move for your career. 

If you fly under the radar, your boss might end up taking credit for your hard work. The higher-ups aren’t actively seeking out hidden talents within the company. You need to make yourself visible. 

Understand the structure and priorities of your company. You don’t have to be a political player, dining with the big shots and kissing up to everyone. Instead, identify the key players and power brokers, and figure out how to solve their problems. Your reputation will follow suit.

But that’s not all. To truly stand out, you need to go the extra mile. Unfortunately, like many things in life, your value tends to skyrocket when others show interest in you, such as the competition.

Ready to be the CEO of your career path?

It’s time to turn you into an expert in areas your company values most.

Take control. Become indispensable. 

You can start right now, using a paper sheet and a pen : 

• Write down your key competencies. But do you really know where you thrive and what are your weaknesses (we all have them). Remember, you need to narrow it down to 3.
• A list of your skills. And do a benchmark of their value in today AND tomorrow society. How do they fit ? 
• An organizational chart of your company structure and stakeholders. With a clear path of milestones to reach your objectives.

Or you can book a meeting and engage in our complimentary discovery session to find out how we can help you elevate your profile.

At Jobprofile, we’ve developed programs specifically tailored to help you seize control of your career growth! These programs are designed to empower you to:

• Gain clarity on how you’re evaluated in your role
• Address any blind spots hindering your progress
• Identify your three key competencies
• Pinpoint the five to ten aptitudes crucial for advancement in your position
• Enhance your visibility among top executives (the C-suite)
• Become a specialist in an area of increasing significance within your company.

Click here to access our modules and choose the program that fits your needs.