If you don’t have the money for significant pay raises, don’t offer other growth opportunities, and have a toxic workplace that doesn’t offer the opportunity for folks to have something that looks remotely like work-life balance, you should prepare yourself to replace everyone. Can you really afford to do that?
That’s quite a short list of really successful people who all felt the same way you and I feel. Like we don’t really know what we’re doing, or that eventually someone will find out that we don’t belong.
So, the next time you think you don’t belong, remember that you’re in good company with that feeling, and go on anyway.
The article below mentions something we’ve all seen way too many times. The manager who gets promoted, but never developed any of their reports to do their job, and winds up having to continue doing it. In the worst-case scenario, since the culture was not to develop people to replace you, that person is probably also learning the new role from scratch while still doing a large chunk of their old role.
What a waste of time and talent.
Mental health: 66% of cybersecurity analysts experienced burnout this year
5 Ways to Reclaim Your Mental Health at Work in the New Year
2023 New Year’s Resolution: Don’t Get “Whacked” By A State AG for Cybersecurity Compliance
Why I’m still on Twitter– this resonates. The alternatives aren’t integrated into the tools I use to share my blog posts on Twitter and to let people follow my blogs there. (let alone set up multiple accounts.)
Bring back personal blogging – We’ve tried social media. Maybe it’s time to go back to having our own space to share our own voices and follow the ones we want to listen to.
Taking a skills-based approach to building the future workforce
Later it occurred to me that mental health should be handled the same way in the workplace. No two people are the same or have the same mental health issues. What I could accomplish work-wise during the time I was medicated and seeing a therapist might not be the same as someone else in therapy. One person might need some time away from work during a crisis, while someone else might need work to be the thing that keeps them living with some day-to-day structure. There will not be one solution that fits everyone. In any of these situations, it will be essential to allow employees to find what works for them and their work. Providing some flexibility will go a long way toward keeping an employee engaged instead of making them feel unsupported and looking to go elsewhere. It might also go a long way toward helping them heal as well, to know they have a consistent source of income that is not at risk.
