“Stay away from the dinosaurs.” Once, I overheard a manager giving that advice to new recruits assigned in his division. Dinosaurs? We are not working in the ancient world of Jurassic Park, are we? In fact, at that time we were working for a global business with diverse footprints.
Dinosaurs, apparently, is the code name referring to people who have been with the company for a long time, some since the start of their career. And according to that manager, new recruits should avoid them. Why?
The mixed perception of long tenure
There was a time when tenure is an indicator of loyalty, an attribute highly sought for in the working world. It was common that people stayed with the same company until they retired. On the other hand, people who changed jobs frequently were frowned upon as opportunists who came and went as pleased, chasing the best compensation deals.
Nowadays, however, long tenure is no longer perceived as a badge of honor. What was perceived as an asset is now labeled as a liability, because somewhere along the way, employees with long tenure lose their passion to create value for the company and fight bitterly for the status quo. Many become complacent over time, spending their days doing the bare minimum to get by and not being able to cope with new ways of doing things. Some hold grudges for years and even undermine the company behind the scenes. Newcomers often find them toxic.
Isn’t that sad? And unproductive?
People come and go, it’s just life as usual
There is a hello and there is a goodbye, something normal in life as well as in the office. And we do need both; people who stay and people who leave. What matters is how one contributes to the company while he is around.
To thrive, companies need stability and growth. While fresh blood helps bring innovation to spur growth, no company can survive continuous massive turnover. Some must be there to act as the pillars, the backbone and as guardians to ensure that the company arrives at their destination safely, with its vision and mission intact. These are what long-tenured employees must aspire to be.
How long is too long?
The rule of thumb says that somebody that has worked in the same company for more than five years is considered a long-tenured employee. Does it mean that staying in the same company for more than 5 years is not advisable?
The number of years is not always a good indicator of employment worthiness. Work relationship is a two-way engagement; a give and take. Hence, at any given time, employees must ask themselves whether they still provide meaningful contributions to the company while in return receiving fair compensation and relevant professional development.
Companies must also ask themselves what they’ve done to reward their long-tenured employees and keep them engaged. Beyond the typical recognitions and monetary awards, ultimately, they must do their utmost to support these employees to perform their best.
Without a doubt it comes down to job satisfaction. Employees who are satisfied, whether they are long-tenured or short-tenured, are a company's best asset. Tenure is just a number.
The flag bearers
We’ve seen them in major sports opening ceremonies, carrying flags in front of their teams. They lead fellow athletes marching into the stadium, beaming with pride.
Similarly, long-tenured employees make great flag bearers for their company. We look up to them because throughout the years they accumulate tacit knowledge about the organization and culture which can be passed on to the next generation of employees. We can count on them because they are an invaluable support system for the numerous changes the company must go through. And most importantly, we embrace them because they maintain a deeper understanding of the company’s purpose and long-term objectives.
So, no more “dinosaurs”, but FLAG BEARERS instead.
Have a question about urban transportation? Send it to wir@thejakartapost.com with your name and current location (anonymous submissions will also be considered). Please note that The Jakarta Post reserves the right to edit your letters for publication.