Alfonso Durán-Pitch, In the book business: a striptease, indicates several points of portraying how the company should be:

* A company in which the choice between “the stick” and “carrot” to break, and in which each elect the “menu” of your choice.
* A company that understands that “change management” is not a fad, but a structural reality.
* A company that assumes that the “change” will no longer be linear but discontinuous.
* A company in which the language is shared and “misunderstandings” are the exception.
* A company that puts the productive economy, as primarily responsible for the generation of “value”.
* A company in which the “trading card swaps” are solely in recess.
* A company able to combine “high tech” (high technology) with “high touch” (the human side of life).
* A company with self-critical capacity, where the peacocks are denied entry.
* A company will for the future.
* A market oriented company, in which marketing is not an isolated function.
* A company whose market is worldwide and not nations / state closer, endangered species.
* A company that does not make the “outsourcing” a panacea.
* A company judokas, not boxers.
* A company in which people are chosen for their potential, not their gender, race or social status.
* A company concerned, open, with a critical eye.
* A company in which managers learn to listen to others.
* An innovative company.
* A company committed to cooperation and not competition.
* A company that is satisfied that the “management” is more an art than a science.

Yesterday I read in The intermediary a friend of the author was tired of his job, his boss and did not know what to do.

Luis Gomez-Luben gives as the first and last piece of advice that if economic and professional opportunities allow, must “get out” of the situation and therefore the company. Furthermore, when one makes the decision, the problem is over … If you want another begins, that is to find a new job, but the bad work situation, which is much more distressing, it ends at the same moment that one decides that her time in this “team” is over.

But most importantly, get never reach that situation of boredom, pissed, despair. As some diseases, it is important detect at an early stage and to this end, observe the symptoms and, if sufficiently clear, “migrate” to sites with more healthy environments.

Then I give a list of symptoms that, beyond a certain level of responsibility, we have to think of “air changes”:

1. More cycles of four to five years in the same positions within the same company are very rare, unless you are a shareholder or CEO.
2. Minimum wage increases (CPI or similar) for over two years show little confidence
3. “Freezing” bonus is a symptom, too, very negative
4. If our boss quit or retire, we are “tickets” to anyone outside the company in place and not offer us anything different to what we do, we think it is time to “weigh anchor”
5. If our boss put a “new” boss with driver profile indicates that not rely much on it and therefore neither of us.
6. If we become aware of any major project in the “corridors” for a client, a colleague, etc.. no one has informed us directly, consider the “retreat”.
7. If our chief “reserve” temporarily a client, a project, and so on. and never comes to “cedérnoslo” … we have not met their expectations
8. When “leaders” are starting to avoid us, to speak only of trivia, not to convene meetings, … then it’s time to negotiate a dignified exit … and “compensation”

The job changes are healthy for people and businesses, Wake up illusions, are new ideas that create value, we are more creative and dynamic. We’ve changed, in a professional environment, security for liberty and freedom is the most precious of human beings.