Dear Stephen,
I'm an AVP on the West Coast for a large office furniture manufacturing company. I work tirelessly because that's who I am, and I genuinely like the company and our product. I've hired a great team that reports to me.
First, let me say that everyone can always improve in their current job, and I'm eager to hear feedback on how to be a better manager. Recently, the senior VP of Sales, my boss, shared feedback about my management style. While it was a "good" review, it fell short of my high standards.
I'm livid, and here's what's bothering me most: I previously worked for one of the major players in the industry, so I'm well-versed in leadership standards for large organizations. I've tried to bring that knowledge to this company. When I challenged my boss on the review, he seemed dismissive. He didn't say it directly, but I got the impression he thought I had limited options for future career moves because I'm already so established in the industry. (By the way, I'm 52.)
This is an all-too-common tactic of business owners and senior leadership when they think they have an executive who's "been around the block" and can't do better than their current job. They assume you have to stay until retirement. My boss has said this about people who work for us now. There's a certain irony here—the company expresses dissatisfaction yet doesn't want to lose you, believing they can't because nobody else would hire you. How considerate of them! So, they want me on their terms, managing from their perspective.
It's almost Q1 of 2025, and I know that hiring will ramp up as the new year starts, if not sooner. Hardly a day goes by when I don't receive a call from someone like you or a competitor about an opportunity. My bosses seem oblivious to this. My resume is ready, and I'm following your advice from a previous column by activating that confidential "green light" on #LinkedIn to signal my openness to recruiters and HR professionals. My direct question to you is: How do I prove them wrong? After this review, I'm determined to find a new job.
Signed,
Taken For Granted
Dear Taken For Granted,
My advice to you is straightforward: definitely look for a new job. Given today's economy and the current state of our industry, I can assure you that you will definitely find one.
Let me tell everyone reading this: the term "retread" is obsolete in the contract furniture industry and all allied fields. Manufacturers, dealers, and owners often take for granted that employees who have job-hopped or are over 50 won't leave. But in today's competitive job market, they're dead wrong. You could easily return to one of your previous employers—I bet they'd love to have you back, especially since you've worked for one of the majors. In our industry, having worked for a major manufacturer, whether public or private, is equivalent to having an MBA.
I consult and coach many CEOs of private companies and boards of public companies, warning them that they could reduce turnover and save on expensive recruiting fees by simply working with existing employees who may need improvement. In other words, employers shouldn't assume their employees can't find other jobs. This assumption often leads to withholding raises or promotions, which can be demoralizing—as it seems to be in your case.
Let me offer two options in response to your question. First, don't be "dead set" on leaving your job. Take a step back and clearly communicate to your boss how much you enjoy the job and the company—because it genuinely sounds like you do. List your accomplishments and performance highlights in writing. Then, as you mentioned, be open to criticism and areas for improvement. It seems your main fault might be perfectionism. Second, continue on your current path, which is appropriate for this time of year: activate that "green light" and confidentially network with the dealers you work with. Believe it or not, dealers often know where the good jobs are because manufacturers contact them first for hiring leads—it's free, after all!
Be pragmatic and introspective. Don't rush into a decision. You sound like a thoughtful, open-minded executive, and once you start interviewing, you might realize your current job isn't so bad after all. For any business owners or leaders in manufacturing or dealerships reading this (and wondering if this is your employee), it likely is! And guess what? I could place them in a heartbeat. You might think that's not so bad, but think again: when a sales leader leaves an organization, they often take along many of the salespeople they recruited, as well as customer and dealer relationships they may have brought from another company.
My advice to both parties (employee and employer) is to avoid short-sightedness. Think it through and remember that our industry is gearing up for hiring in 2025.
Signed,
Stephen