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It is amazing how many people are caught in the conundrum of making a career choice based on the need to pay the bills vs wanting job satisfaction.  In this article I’m going to explain why it is almost impossible to find career satisfaction in any ”job”  in today’s work environment.   The keyword is job, because an increasing number of people are looking to the internet to find “job satisfaction” without understanding that a job is a job whether it is internet based or not.  The answer is not another job based on the internet, but an alternative to a job altogether;  and that goal is attainable.

Back in the day, when I started out in my sales career as a Corporate Key Account/Territory manager, the field was held in high esteem and was enjoyable, rewarding and, lucrative.  It was considered a professional vocation and successful, hardworking Account Managers were paid an excellent salary, drove a company car and had an expense account.  Effective salesmen were encouraged to create an entire career with their original employer and were rewarded with bonuses, pay raises and promotions in doing so.  However, over the years, all of that has changed. 

Corporation’s no longer value the “people” that their salesmen are.  In today’s world, salesmen are measured by artificial quotas and are valued relative to “what have you done for me today?” rather than relative to annual sales growth.  The prevailing attitude is that the “sales position” can be made to be more productive with better accountability in the forms of micro-management, detailed reporting and quotas that are measured daily.

In short, the position has no long term expectancy.  Management does not care if their sales people “burn out” and quit, or are fired for not meeting quota, because they believe that there are plenty of other people available to replace the one’s they lose.

One such company, that I was recently fired from (for not meeting quota), shared some incredibly interesting statistics with its local sales force shortly before they let me go.  This company competes in the textile Industry as a linen and uniform supplier.  In a nutshell, they are an industrial laundry service that buys linens and uniforms and then leases them, in combination with the laundering service, to restaurant, industrial and medical accounts. The sales position is a “hunter” position that is responsible for gaining new business, only.  The job description is 100% prospecting and there is an annual quota that is measured on a daily basis. 

The incredible statistic that management shared with us is that they have a 73% turnover rate with first year employees.  What is so amazing about this, is that they cannot see that a 73% turnover rate is a condemnation of management, not the employees.  Perhaps what they need is a complete turnover in  management combined with a new sales marketing plan and new training policies.  But they don’t care because, as they see it, there is a never ending supply of new people to hire and if you keep throwing new people into the position, eventually, someone will stick.

I’ve written about sales because my background and entire career has been in sales, however, based on what I’ve read and what I’ve been told by my network, many, if not all other industries are experiencing similar changes.  

There is one phrase that perfectly defines the changes that have taken place, and it is:  “Everyone is required to do more with less”. (a lot more with a lot less)

The bottom line is that if you are looking for “job satisfaction” today, perhaps you need to explore self -employment opportunities.  If you choose to do so then the internet will be a wonderful resource and, no matter where your interests lie, you’ll probably benefit greatly from learning about Niche Marketing and Affiliate Marketing.  Why?  Because, no matter what you do, if it involves the internet, you will probably want or need a web site and with a web site you can make either a primary or secondary income with a combination of niche and affiliate marketing.

You can save a lot of time in research by clicking on one of the two links I’ve provided in this article.  I did a ton of research and made a lot of mistakes but I finally found the answers I was looking for.  Either of these links will take you to the best resource I’ve found for learning how to make money via the internet.


Street Talk

hazel  

what do you think about, how employers think about getting lay offs so easily? does it mean that such people care less about others? and would rather think about the present and totally disregard the long term effect if they hang on to their employees? on what basis do they get that having quotas' for example, will be more beneficial to pursue on the success of such company? we know that just by making quotas it will motivate employees to work harder, but if they keep changing workers it would still affect the profit of the company. the newer the employees the less effective they are.

Reply
  about 1 decade ago

This is an excellent comment, Hazel. Layoffs and downsizing are primarily due to poor management decisions regarding the direction they wish to take their company. The economy can definitely play a roll but the really quality companies (that you have to do research to find because they are rarely in the news) only experience the need for layoffs if there is a sudden shift in the industry that they didn't see coming, as in the case with Kodak. However, the quality companies, like Kodak, protect their employees from layoffs as long as they possibly can and then hire them back as soon as they can. Most companies view their employees as a necessary part of the overhead, not as valuable assets with families. When sales was fun and professional we (the sales managers) were responsible for creating our own annual growth goals based upon market and industry knowledge. The job changed when management started assigning growth goals (quotas) based on their wish list. That made career sales professionals irrelevant and passed the responsibility for failure from management directly to the sales force. There are a lot of ways to view quotas. I prefer goals that I've helped create. They are positive motivators because I know exactly what I have to do to reach them whereas, for me, quotas are negative motivators in that they motivate based on fear of failure. If management truly cared about their employees why, when they get into financial difficulty, are layoffs the first reduction area they choose? Because cost reductions are a 1 to 1 savings and human resources comprise the largest expenditure. Years ago, when Dole got into financial difficulty they brought in a "hatchet Man" to cut 10,000 jobs. It saved Dole so much money that they paid him a 10 million dollar bonus. (many of the laid off employees were still out of work and destitute two years later)

Reply
  about 1 decade ago
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