Your Employment is at RISK

The average age of getting into obsoleteness in the corporate sector is decreasing. The job requirements are changing with the pace of technology and the business ecosystem, which is becoming VUCA ( Volatile, Uncertain, complex & Ambiguous). That requires continuous adaptation to the job & organisational requirements.

Apart from ecosystem challenges, the new generation is gaining expertise in performing a task so fast that they can do with higher efficiency the same level of performance which we used to perform with more years of experience. Charles Darwin once said that every new generation will be more intelligent. So those who are in Middle age, they need to be more agile to adapt to the changing enovironment

That means assuming that you are going to remain employed throughout your working life span will not be true.

A good career planning is the need of the hour and we need more robust ways to keep us employable.

Who is responsible for your employability?

Its a common myth that employability is an organisation’s issue. As an employee, we believe that our Manager and organisation will help us become better equipped with skills which are required for our growth.

EMPLOYMENT is given by the organisations but EMPLOYABILITY is a responsibility of the individual employee.

As an employee, we have to own our career and make plans well ahead of time instead of waiting for organisation to work for ourselves.

Do I know my SELF and what is required by the world of work?


We often believe that we know ourselves well, our skills, talent, competence but it may not be true. Nowadays organisations have more tools to provide feedback but it is the duty of every individual employee to continuously assess himself/herself on various competencies with respect to career plan.

Passion or Interest:

Do we know where is our interest? If you competencies match with your passion, that will be a good combination but many a times we do what we are not interested in and may result in lack of efficiency in our output.

Organisational Requirements

It’s not that what is required by your current job is going to remain same for the future. It is a continuously changing scenario and you will be facing challenges in the future if you don’t know what is required by the company or the industry

Contribution vs Activities

Do we know what we are contributing to the organisation or we are just doing some activities? More often we are focused on daily routine activities we are expected to do, we don’t measure what is the impact of our work on the organisation. When someone is asked at the time of review, what has been your achievement in terms of contribution ( KRA, KPA, Objectives), we often speak only the activities performed by us not the RESULTS.

It’s very important that we talk in the business terms and state clearly what has been the contribution in terms of measurable metrics.

The same question may be asked when you appear for the interview. the prospective employer will be interested in the VALUE you bring to the company instead of “activities” performed by you.

Self Assessment Checklist

Self-Assessment tool for remaining employable

Am I contributing As per OR above my role expectation?

· All of us have JD or the role description, which defines what is expected from us as an employee. We have a choice to perform at the same level or go beyond the expectations. Most often as an employee we feel bad when we are rated as “Meets Expectations”, which actually a good rating but we don’t make efforts to continuously seeking feedback and cross-checking whether our contribution is of expected level or below/above that.

Am I contributing As per OR Above my GRADE /LEVEL in the company?

· When we grow in the hierarchy, it is expected that we perform at a higher level, which means are we doing the same role, which we used to do in the previous role. If it is same, then we are not adding any value to organisation

Am I contributing As per OR Above my SALARY in the company?

· Our salary/compensation is not just a reflection of our years of experience but it’s an indicator of our expertise and our contribution to the organisation. If we are performing at the lower level as compared to our salary, then we should be ready to compete with someone who is lesser paid than us but performing at our level.

Do I know what competencies are required in the company/Industry in next few years?

· Do we do an assessment of the future competencies required by the organisation or our industry, if not then we may get hit with a sudden feeling of being obsolete. There are many methods of gaining information about future requirements. It can be company’s vision, its business plans, industry’s news, articles by industry’s business leaders and so on. Keep your eyes and ears open and capture the data in a structured manner to understand the competencies required in future.

Am I taking adequate steps to enhance my competence required for future needs of Organisation/Industry?

· How do you prepare yourself for the future needs, have you made your own competency acquisition plan? No one will come to your rescue when you are fired because your skills are no more required in the company. Leave aside company; even you should be ready to meet industry’s requirements. You never know that your own company was not planning to be competitive and they may be out of business. At that time your own industry’s relevant competencies will fetch you a job.

What is my distinctiveness in terms of competencies? Can i define it?

· More often we say we have so many years of experience but we have not defined my own distinctiveness. What are my USPs? Why should someone keep me in the company or hire me?

· It’s always better to have clear distinctiveness. Keep on writing them in clear words and cross check with your manager/colleagues/mentors.

· Ask yourself why should I continue to be employed if company has an option between others and myself.

Do I wait for company to help me grow or do I my own career planning?

· Last but not the least. Take responsibility for your career. Its you who will suffer if you have not planned your career, nobody else. So it is in your interest that you make a proper career plan.

· As mentioned above, understand your USPs, understand what is required by the company/industry, do the gap analysis of the competencies, make a plan to acquire them, test them whether you are now on a higher scale of competencies.

Employability is time contextual

Your employability is time contextual. You may be a Blue-Eyed person at a particular time of your career but the situation may not remain the same throughout your career. Don’t allow situations to command your life. Don’t feel bad if you are rated low on performance. Keep the above-mentioned “Self-Assessment tool” in your pocket and keep on assessing as a routine exercise. You will be a winner in the end.

How “Get Me Experts” can help you?

Market Information

Get Me Experts is a portal which is continuously assessing the challenges faced by industry and list down assignments mainly consulting/advisory assignments but it will give you a fair idea what is happening in your industry.

Career Management Coaching:

Get Me Experts” has trained Career Coaches who can help at the various level of the hierarchy to help you clarify your SELF ( Skills, competence, Passion, Interests, attitude, orientation etc).

With big inventory of Industry leaders from various technology & management functions ( and obviously with specific industry background), you can gain understanding of what competencies are required in future. They will also help you find right sources/resources to acquire those competencies.

To know more about them you can refer to our EXPERTS . There are FREE advise also possible using their Q&A feature, where in your questions will be directed to relevant expert and they will revert back to you with required information.