Hi, I'm Christine

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Staying relevant in an ever-changing workforce

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I was re-reading a blog I wrote in 2018 discussing what it means to be relevant. While everything I wrote
made sense at the time, I thought it was a topic worth a refresh.
As a woman in the workforce over 55, staying relevant is something I think about often. Some days I pick
up the phone, and when I hear the issue, I scratch my head in disbelief.
“What do you mean your employee said they don’t want to do the work assignment you gave them?”
“Your employee just didn’t come to work for two days and then showed up and thought that was okay?”
“One employee said they won’t come to work if you keep another employee employed because they
don’t like working with them?”
I had a very different work experience in my early years. There was no option of saying you didn’t want
to do a work project or work with someone you didn’t like. And, you certainly were expected to come to
work…every day.
So is my experience still valuable or irrelevant in this ever-changing workforce? I think that answer is yes.
Those of us with years of experience bring a perspective worth understanding. In my 30 plus years in the workforce, I’ve gone from smoking at work, to nearly everyone having offices, to open concept, to
remote, back to in-office, back to remote. I’ve seen a thing or two and can help you navigate the pros
and cons of some of these situations from experience. For example, the employee who says they don’t want to do a work assignment is a situation worth exploring. Find out if the request is based on knowledge, skillset, or tools, or they’re simply not interested. If it’s the latter, then giving in once will likely be a recipe for disaster in the future. On the flip side, if I don’t take the time to stay in tune with the current environment, it’s easy for me to become irrelevant.
In this example, employees today are more accustomed to asking for pay transparency. Pay has always
been a private conversation between an employer and an employee. While I still subscribe to that belief,
I also understand that the climate has shifted, and employees want to better understand their pay path
in an organization, and I now work with employers to make that happen.
As I said in my 2018 blog, staying relevant is a choice. We can lead conversations with “the way it used
to be,” or we can be in the moment, understand how it is, and share what we’ve learned.

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