Confessions… Pt2

Hello, again. My name is Kendra and I’m a recovering millennial jobaholic.
*Hello, Kendra.*
So in part one of this article, I shared with you how confidence played a role in the revolving door I call my job history.
Quick recap: I didn’t know how to speak up and effectively engage with colleagues because I didn’t feel like I belonged. I had a chronic case of imposter syndrome.
It wasn’t until I got completely burnt out that I decided to check myself.
Are you ready for a little story time?
It was several years ago when I was working at a marketing agency. I started out as a temp and when they saw my work ethic they decided to hire me full time. I was so excited and so grateful that I accepted whatever they gave me.
Note: I was grateful because I didn’t feel worthy, even though they told me I was being hired because I did good work. I still felt like they were doing me the favor. Anyway…
Fast forward to almost a year later and they had piled on the work of 3 people and so much responsibility that I was usually the last one to leave the office. And not in an everybody left at 5 and I left at 5:30 kind of way. Like I was there until 10pm at night and struggled to make it in for the 8am team huddle.
The day that I took a long hard look at myself was the day that my supervisor decided to call me out in a meeting. Two new people had joined the team and apparently, something was mentioned about a billboard project I had. The project was on schedule. The client was happy. The vendor was happy.
So when it was brought up during the morning huddle, that’s what I reported. For some reason that wasn’t good enough. So I went through the whole project and shared when we were projecting to be complete. They proceeded to have a mini side conversation about bringing in a contract graphic designer.
I did not need a contract designer so I reiterated that fact, which didn’t come out as eloquently as they would have liked. I mean, I was pretty annoyed.
As the day went on each person found time to make their way to my desk to check on this project. By the time the third person came to my desk, I was about ready to lose it.
I went into the bathroom, fuming. What was the problem? Why weren’t they listening to me? Why were they doubting me?
Turns out when you carry yourself like you’re not worthy, people will treat you as such.
I had to remind myself, and my boss, of my track record. I was the project manager for several clients, I was the assistant to the department head, and I was the office manager. With all of that, I only had rave reviews from both my internal and external clients.
Now I don’t need a gold medal for being good at my job, but what you’re not going to do is demean me like I’m not giving 110% with the results to prove it.
He didn’t receive that well. The matter was escalated to HR who heard me out and said they would look into it. I remained professional over the next couple of weeks and when I turned in my two weeks notice. Those results I mentioned earlier got me a new job with a new company that was willing to pay me almost double what I was making there.
Have you ever wondered how millennials can jump from job to job? Probably the same way we wonder how people can stay at a job with unappreciative, underdeveloped leaders.
Once I found my voice and began to hone in on my confidence as an employee, the problem became the leadership or lack thereof. I never understood how I could be outperforming other team members but still not be heard, valued, groomed, or promoted. So the cycle continued.
The high of a new job would fade and my jobaholic itch would return. When I was no longer being challenged or given opportunities to contribute or grow, I moved on. There was no greater validation than having a new company appreciate what the current company took for granted.
That’s why I love talking to leaders and managers at companies. If you want to cut down on turnover, address underperforming staff, and build leaders you have to be a good leader yourself and foster that kind of environment.
The cost of having to constantly replace talent is far greater than if you’d simply invest in the talent you have.
Soon I’ll be sharing an article on some of the things I share with leaders. Until then, have you or any of your staff experienced anything like this? If so, I’d love to hear it! Share in the comments or contact me to see how I can assist your managers to maximize their millennial team.


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