Last week I had a meeting with a service provider. They had been meeting with a senior management staff until the previous week, before she was bundled out.
Their expressions on the faces of the gentlemen in the meeting had sought an explanation. I muttered a non-committal “she’s no longer with the organisation”. Inside, I was reminding myself of the saying that the only constant in life is change.
The immediate aftermath of any change is often chaotic, or maybe a sense of void. I remember the day Anwar Ibrahim was sacked in September 1998. Not long after that he was imprisoned. There was a sense of insecurity, of uncertainty.
It has also often been said that for every change there is an opportunity. I suppose that is the type of saying a life coach or one of those morale boosting seminars – perhaps a line someone like George Clooney would use in a recent movie (“Up in the air”, I think).
All consistent with my current sentiments I guess. It feels like now is the time for change. Especially with the way I spend my time daily – spending hours to protect a corporation from itself, endlessly generating documents to comply with often obscure policies with lengthy and often changing edicts from another corner of the world. Confirming old advices and researching endlessly.
For fear of allegations of negligence, one isn’t allowed to leverage lengthy legal experience and every position advised needs to be freshly advice, even on the clearest of issues. I often feel like there is a very rude word to describe what I do and it rhymes with bank or banker.
The recent de-layering process has again re-directed a gust of wind out of my sails. It feels like no matter how hard one works, one is faced with the twin terror of never ending mountains of work and job insecurity. Who is say we wouldn’t receive an edict from regional office one day to de-layer further? It could be finance today and legal tomorrow, the sword of Damocles will hang indefinitely. If this is a feature of an organisation which professes (along with almost every other company) that people is its best assets, God help employees of companies where people aren’t.
While change is a given and we should adapt, change to suit narrow interests at the expense of benefit to the wider employee group should b resisted.