That office bullshit: Part Three

Because I planned to do a little series on workplace red flags, and I think planning is one of the best and most productive thing a human can do, here I am enacting that plan with part three of that very same series. If you want to see the other two installments, they're on my feed.

Urgent, but not planned

I can remember at least one workplace I've spent time in where it seemed they were incapable of planning and where everything seemed like the most urgent thing...and was left to the last minute.

I was in a senior role but had up-chainers and no matter how much effort I put in to planning ahead, getting my decisions ratified and in place to mitigate the time-stress upon those around and below me on the chain it proved virtually impossible.

Chaos reigned. Crisis consistently arose and the workplace was a stressful and bitter place to be. I didn't stay long, best to jump off a sinking ship before it goes under right?

Emergencies happen in business and that creates urgencies, but a lot of the issues can be averted by way of planning ahead and following set processes to reach the result-destination without putting people under undue and avoidable pressure.

Having urgent matters arise day in and day out is deflating and draining for everyone concerned and as a senior person I was always putting out fires with staff and the business generally due to the lack of planning, and decision-making on my own plans, above me on the chain. I lost good people who left due to the chaotic nature of the workplace and the stress-effect it had on them; I could never blame them and, indeed, eventually left myself.

Subsequently, when I'm interviewing prospective employers and companies/organisations I want to work at I always raised this matter and seek proof of planning, and an indication that there is a plan in the short, medium and long term; those that couldn't show me usually offered more money but that's a red flag in itself - it can often mean they are desperate for staff and have trouble on-boarding and retaining them so offer more money to try and compensate.

Do you have any thoughts on this, experiences you've had or seen others have? Tell me about it in the comments if you like.