Even before you start a challenging permanent job, why would you agree with your employer that it’s time to do something else? It sounds illogical but Francine Rutgers and Petra Herman advocate doing just that. ‘Everyone has an expiration date.’
Isn’t it more appropriate for an interim assignment to agree on an end date in advance?
Petra: “No, we’re really talking about positions that take a few years to get results. End positions of responsibility to initiate something: change or professionalization. Functions with a concrete assignment that you can clearly define. It would be nice when client and candidate make a plan at the beginning of such an entire process: what does the assignment look like, what is expected, when should it be finished and what are the possible prospects after that period?
Francine: “You don’t do a course like that in six months. You have to look at what is needed and whether people have the flexibility, skills and motivation to go along with the changes. If not, you may have to say goodbye and find new people.
How long can such a period last?
Francine: “Between three and five years. The first year is a year of taking stock and discovering how things work within the company. In the second year you put your plans into effect and in the third year you start harvesting, hoping that the changes are successful. Sometimes it takes a little longer, depending on the scope of the assignment.’
Why is it good for both parties to have this conversation at the beginning of the assignment?
Petra: “The person who will carry out the assignment can think about his or her succession in good time and the company can think about the career perspective for this person when the assignment is completed. You can then also be realistic: maybe that career perspective is not within the company – that then gives the person a chance to orient himself or herself. Otherwise, it becomes uncomfortable at the end of the process anyway: someone might wait too long and so something that has gone nicely and well can end up a bit sour.’
Does Herman Rutgers himself initiate this conversation between clients and candidates?
Francine: “We recently placed an ambitious, young communications director and discussed with him in advance what he himself would see as a challenge, where his ambitions lie. Client and candidate looked together at what the possible next career steps would be after three years, and both parties were very comfortable with that. No concrete plan was made, but the advantage is that there are no surprises for anyone when the conversation about the future comes up in a few years. The client has brought in potential that they can do more with, and the professional has perspective.’
Doesn’t it put pressure on the candidate to have a “deadline” for completing the assignment?
Petra: ‘That varies from person to person and also depends on your financial situation. The advantage is that you can show that you are able to innovate, change, professionalize and then be ready for the next step.’
Francine: “You can also decide to develop yourself with a view to another position in the organization. It gives space in your head and encourages you to reflect: am I still doing what I like and what I am good at and can I still develop myself? If we all have to keep working until we are 70, it is not desirable that you take a job at 50 without still outlining a career perspective for yourself.
Someone in their 50s may be afraid of not coming back to work after that three-year job.
Francine: ‘The fixed contract is a false security. You can also agree on no end date, but if your assignment is complete and you no longer show progress, they will still say goodbye to you, but without a plan.’
Petra: “And then you haven’t thought about it yourself either so there is no plan twice.
Is it an idea to create a time plan with a target end date for each position?
Petra: “That’s quite a good idea. Everyone has a limited shelf life and it’s good to change environments and have new experiences from time to time.’
Francine: ‘Candidates should also realize that when you’ve operated at the same company for 10 or 15 years, your chances of getting work outside that company diminish. That’s another reason it’s good to regularly reflect on your own expiration date and the freshness guarantee of the job you’re in.’
