You Are Replaceable

Why Good Jobs Go Bad (Part 3)

Harvey Ramer

• 3 min read (640 words)

Shortly after getting married, I wanted to supplement my income. So, I interviewed for a night job restocking shelves at Wal-Mart. When the conversation turned to pay and work expectations, my expression betrayed my astonishment at the meager pay. The hiring manager said, “Don’t worry. You’re replaceable. If you don’t want this job, someone else will.”

Our industrial mindset favors efficiency and output over relationships. Even if some supervisors are reluctant to admit it, their company’s job descriptions imply that employees are replaceable.

The night manager at Wal-Mart saw workers as mere cogs in a machine. If one cog breaks or wears out, it’s inconsequential. Just grab another from the inventory, integrate it, fasten it, and the mechanism is back up and running. But human beings are unique. We crave recognition from others and yearn to grow into roles that better tap into our skills, personalities, and strengths.

Amplifying Your Unique Qualities

I generally gravitate toward roles where I can see the direct impact of my work rather than supervisory positions. However, I have observed that exceptional leaders increase engagement through collaborative strategic planning. They carve out a path for each team member’s personal and vocational development. Such planning requires unhurried reflection and conversation, but employees appreciate having clarity. Having a career blueprint increases everyone’s engagement and contentment at work. We all need a balance between work at which we excel and work that pushes us to our limits. Otherwise, we become bored and detach from our work —despite our best intentions.

More money is always a plus, but the best growth plans aren’t about salary increases. Instead, they offer a roadmap for our professional development. For instance, software developers can master programming languages, earn certifications, and spearhead projects. A growth-oriented enterprise gives us room to stretch, acquire new skills, and uncover hidden abilities.

Create a Growth Plan

Don’t expect your boss to outline your career path. Most leaders are too engrossed with daily tasks to plan the growth of their team members. You’ll likely need to navigate your career development on your own.

Rather than resigning due to a lack of growth opportunities, become more growth-oriented right where you are. Invest in books to gain new expertise, pinpoint weaknesses in your team’s capabilities, and offer to address them. Always remain receptive to new responsibilities that allow you to learn and contribute value. With this approach, virtually any company has a gratifying growth path.

Anyone who has devoted their best efforts to their work is irreplaceable. Acknowledging this is the first step in showing our coworkers the respect they’ve earned for their unique contributions. It also lays the groundwork for providing growth opportunities for all.