Career of the future: Make your CV!


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Half past nine in Germany. In reality, far less idyllic than the fulfilled working world in the commercial. Half past nine in Germany - and every third person dreams of another job in another Company, How did this relationship box between company and employee come about - and how do we get out of it?Mosaic career_2

Here writes for you:

 

Caterine Schwierz Caterine_Schwierz_Porrait_PrintversionCaterine Schwierz, formerly Intrapreneur in a Fortune Global 500 company, is a member of the Executive Committee at v. Rundstedt and partners.

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Everything just a mouse click away

Globalization, digitalization - everything is just a mouse click away: the cheaper supplier, the next product, the competent staff.

German companies awaken from their “half past nine in Germany” idyll and change from permanent pyramid organizations to fast and agile networks.

Mosaic career solves classic career leaders

It is obvious that the careers changed. The rule will no longer be the classic career ladder, steep or at least steadily upwards, and certainly not the lifelong employment of one and the same employer.

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Instead, there will be an after-and-a-part side of permanent employment and project work, self-employment, deliberately chosen time-outs and temporary engagements. Like a mosaic spreading from a first stone, careers will build.

Safety is passé

How does this change the lives of our employees? Security is a thing of the past. Early retirement is being phased out. Some time ago, companies terminated the psychological contract that was called: Loyalty and conformity for lifelong employment.

The longer life span leads to the fact that young employees are now equipping themselves with careers that will have a running time of 45 or 50 years.

The search for Sense and self-actualization

And the employees learned quickly. Instead of security, they seek meaning and self-realization. Many people say that if everything is unsafe, I'll do what I enjoy. Unfortunately this does not work so well. Ten employees work six according to the regulations. The company is losing so much potential.

Work and careers are changing dramatically. Old does not work anymore. News has not yet established itself. We are dealing with a vacuum in terms of career. That sounds threatening? It is also when we do not act.

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Career leader is still creating phantom pain

Faced with the pressure of the action, unfortunately, is surprisingly little. On the one hand, we are reading about a new generation Y or Z, which pushes into the enterprise with new values ​​and desires.

But within two years, these people have adapted the prevailing career culture. And that still means ladder is smart. This career ladder, which has actually landed on the bulky waste, is still causing phantom pains!

Start with the career culture

The old, traditional career culture includes: companies take care of their employees, manage talent and make careers. Employees can be developed and wait like the frog until the princess kisses them. We know this is no longer working. It does not help, we have to face the topic of career culture.

We have to go much further than the statement: Employees are our most important potential. We have to bring together the needs of our most important resource and the needs of our raison d'etre, namely the market. Two of the most important tasks along the way are: putting employees in the driver's seat of their careers and saying goodbye to standardization.

  1. Give the employees the responsibility for their careers and help them realize their responsibilities. Get out of the sacrificial role, purely into the design of your own career. This is not rocket science and makes most people happy. Or is it no meaningful and satisfying employment to find out what I can do well, where my heart is blood and where is what I can and what my heart beats? The reward of this work is rich not only for the individual but also for the company: wherever skill, passion and the right task meet, we are in the area of ​​our highest performance. Which manager says no?
  2. Take leave of the standardization. Companies must create the conditions for individual mosaic careers. Today we still squeeze people into standardized job profiles and job descriptions. Everyone should be the same and be able to do the same. Here we need a fundamental reversal in personnel work. “One size fits all” does not do justice to employees or companies today. Consistent strength orientation instead of mediocrity. Individual careers instead of planned economy - a “turning point” in the truest sense.

Mediocrity is a waste of time

Madonna brings it to the point: it is a waste of time to make something mediocre. Both companies and employees should only accept the career that brings out the best in the employee.

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Then, career is not only a synonym for company success and employee loyalty, but also for happiness in the job. To reach for the stars? The time has come!


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  1. Baloise jobs

    Exciting article about the change of the #Career culture via @berufebilder - Highly recommended YNmCc1FP6s #Career #GenerationY #Sense realization

  2. MHM HR

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  3. Siggi willow

    Patchworkers are the new value processors

  4. Barbara Sommerer

    RT @PascalFrai: Closing with standardization. Companies need to create prerequisites for #Mosaic careers, asks C. Schwierz: https: ...

  5. Ole Jendis

    RT @svonrundstedt: Give the employees the responsibility for their #Karriere: - Highly recommended XEqm82q6lO via @berufebilder @ mosaikkarriere

  6. Sophia von Rundstedt

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  7. C. of Rundstedt

    RT @PascalFrai: Closing with standardization. Companies need to create prerequisites for #Mosaic careers, asks C. Schwierz: https: ...

  8. Sophia von Rundstedt

    RT @PascalFrai: Closing with standardization. Companies need to create prerequisites for #Mosaic careers, asks C. Schwierz: https: ...

  9. Ulrich Goldschmidt

    RT @PascalFrai: Closing with standardization. Companies need to create prerequisites for #Mosaic careers, asks C. Schwierz: https: ...

  10. Pascal Frai

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  11. Sophia von Rundstedt

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  12. firm-job

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  13. Competencepartner

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  14. Thomas Eggert

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  15. REGIS GMBH

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