A Prayer For When You Feel Like Giving Up
"Heavenly Father, Guide me and lead me through every trial I face today and every day. Supply me with everything I need to stand tall in the battles of life. Control my mind and strengthen my heart so I can have the confidence to tackle every issue that comes my way."
by pacetulsa
The concept of legacy employment as a brand has been an industry standard for decades.
The stop-gaps exist on your resume because “At some point during your career, your employer’s stopped developing its’ Human Resource Advisors.”
Human Resources Failures
As a core group, Human Resource Advisors failed thousands of people working for corporations with “a legacy brand hierarchy.”
In corporation structured Legacy Brand Hierarchies” environments of hostility and intolerance, are cultivated when “Workplace Discrimination”: Racism, Sexism and Wage Retaliation surfaces to undermine workplace values, policies and productivity.
New employees but also tenered employees in hostile environments are underdevelopment, don’t have access to equitable company procedures, are blackballed, and are made to feel less accepted.
In corporation structured Legacy Brand Hierarchies,” Legacy Brand Employees, along with Human Resource Advisors compete to meet forfeited Entitlement Remainder Quotas (Medical vouchers, WOTC Work Opportunity Credits, Actual abandoned 401K Policies etc.)
Companies that follow this legacy brand acculturation tend to have long-tenered leaders that persist through technological changes and industry trends.
Long-tenured employees typically have worked for a company for more than five years.
Companies placing a high-value on job tenure, refers to time an employee has worked for their current employer.
Many employers consider tenure to be an essential criterion for hiring new employees, as it can have a significant positive impact on financial performance and operational excellence.
Long tenured employees are more likely to have a deep understanding of their company’s culture, processes, and values, which can help them make better decisions and achieve better results.
New and tenered staff, because of an unwillingness to acculturate are forced out of the loop. Corporations structured with this type of hierarchy are profitable. These types of companies are often reffered to as “Hood Robbin;” the opposite of “Robbin Hood.”
It is important to note that an employee’s age doesn’t impact business performance.
Major tech companies like Google and Amazon have an average tenure of two years, whereas legacy providers like HP and IBM retain more tenured workers.
What matters is the employee’s skills, experience, and ability to adapt to changes.
Youthful employees, may be more innovative and tech-savvy than some older employees.
The employees at Hewitt Packard stay for an average of six years, while employees at International Business Machines stay for an average of seven years.
This data indicates that legacy employment as a brand is relevant and attractive to some employees.
A rise of new technologies and work models create opportunities for older employees.
More experience and wisdom signal a willingness to navigate complex situations.
However, some companies may try to force out older employees for various reasons, including downsizing and cutting labor costs.
Labor cuts can be unfair and demotivating for employees who have dedicated many years to their company and have valuable skills and knowledge.
Companies should strive to balance their short-term financial goals with their long-term human capital strategies, which require them to retain, develop, and engage their employees.
The reasons why an employee is not getting a promotion can vary.
There may be a need to improve work performance and earn several excellent performance reviews.
There may be a need to change one’s attitude and behaviors, which affect relationships with colleagues or superintendents.
Additionally, there may be external factors that limit the chances of promotion, such as a lack of available positions, a lack of skills or experience required for a higher position, or a lack of support from one’s personal or professional network.
To increase the chances of getting promoted, employees should take several steps.
- Thank your manager.
- Ask for support after completing small tasks.
- Demonstrate eagerness to learn and improve.
- Cite development plans.
To demonstrate ambition and potential, tracking personal development trends, monitoring achievements, and the impact it has on your group.
Stay focused on oneself and one’s goals, giving oneself a pat on the back to boost self-esteem and confidence, and openly discussing options with one’s manager or HR representative to demonstrate a willingness to take on new challenges and responsibilities.
PACE TULSA 
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