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Fixed Term Work - No longer a good fit? [closed]
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What are the concerns (ethical and other) should one be concerned with when motivation at a temporary position is threatened due to culture clashes or lack of quality work assignments?
Scenario:
Consider being in a fixed term contract where the term is either short, or ending shortly (3-6 months), how does one go about receiving work that is applicable, "fun", and the most beneficial to the rest of the team?
In full time employment, one should try to improve group practices (including becoming more involved in how work is assigned) over the long term, or actively looking for different employment.
However, this dynamic changes when working on a fixed term.
Some methods are applicable to both (talking to manager, boy scout principle, etc). Assuming these methods have already been used, is it worth escalating concerns further?
Summation:
How do you professionally "ride out" a contract that doesn't have any work for you?
professionalism internship motivation
asked Sep 19 '14 at 16:38
James
1116
closed as unclear what you're asking by Kate Gregory, gnat, Vietnhi Phuvan, keshlam, Joe Strazzere Sep 19 '14 at 19:18
Please clarify your specific problem or add additional details to highlight exactly what you need. As it's currently written, it’s hard to tell exactly what you're asking. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.
suggest improvements |Â
up vote
0
down vote
favorite
What are the concerns (ethical and other) should one be concerned with when motivation at a temporary position is threatened due to culture clashes or lack of quality work assignments?
Scenario:
Consider being in a fixed term contract where the term is either short, or ending shortly (3-6 months), how does one go about receiving work that is applicable, "fun", and the most beneficial to the rest of the team?
In full time employment, one should try to improve group practices (including becoming more involved in how work is assigned) over the long term, or actively looking for different employment.
However, this dynamic changes when working on a fixed term.
Some methods are applicable to both (talking to manager, boy scout principle, etc). Assuming these methods have already been used, is it worth escalating concerns further?
Summation:
How do you professionally "ride out" a contract that doesn't have any work for you?
professionalism internship motivation
asked Sep 19 '14 at 16:38
James
1116
closed as unclear what you're asking by Kate Gregory, gnat, Vietnhi Phuvan, keshlam, Joe Strazzere Sep 19 '14 at 19:18
Please clarify your specific problem or add additional details to highlight exactly what you need. As it's currently written, it’s hard to tell exactly what you're asking. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.
4
I'm not sure what you're asking. As an employer I would only hire someone on a short, fixed term if I had work that needed doing that I did not want to give to someone on my team because I did not believe they would enjoy or learn from it (unless we were truly swamped with nothing but a huge pile of interesting work). The company gains nothing from giving enjoyable work that involves obvious personal growth to a person who will be gone in a matter of months. If you don't like that, then you need to seek permanent employment so that somebody else will have a reason to invest in you long term.
– David Meister
Sep 19 '14 at 17:17
For co-op students that may have short-term placements, there can be something to be said for seeing how good is the fit and possibly rotating the person around even though they may only be working in 4 month terms with gaps to go back to school.
– JB King
Sep 19 '14 at 17:31
3
You speak in such vague generalities that I have no idea what you are talking about. And since your question is built on what you are saying, I don't have a clue what your question is either, even after three consecutive re-readings of your post. I am voting to close your question as unclear.
– Vietnhi Phuvan
Sep 19 '14 at 18:36
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up vote
0
down vote
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up vote
0
down vote
favorite
What are the concerns (ethical and other) should one be concerned with when motivation at a temporary position is threatened due to culture clashes or lack of quality work assignments?
Scenario:
Consider being in a fixed term contract where the term is either short, or ending shortly (3-6 months), how does one go about receiving work that is applicable, "fun", and the most beneficial to the rest of the team?
In full time employment, one should try to improve group practices (including becoming more involved in how work is assigned) over the long term, or actively looking for different employment.
However, this dynamic changes when working on a fixed term.
Some methods are applicable to both (talking to manager, boy scout principle, etc). Assuming these methods have already been used, is it worth escalating concerns further?
Summation:
How do you professionally "ride out" a contract that doesn't have any work for you?
professionalism internship motivation
asked Sep 19 '14 at 16:38
James
1116
What are the concerns (ethical and other) should one be concerned with when motivation at a temporary position is threatened due to culture clashes or lack of quality work assignments?
Scenario:
Consider being in a fixed term contract where the term is either short, or ending shortly (3-6 months), how does one go about receiving work that is applicable, "fun", and the most beneficial to the rest of the team?
In full time employment, one should try to improve group practices (including becoming more involved in how work is assigned) over the long term, or actively looking for different employment.
However, this dynamic changes when working on a fixed term.
Some methods are applicable to both (talking to manager, boy scout principle, etc). Assuming these methods have already been used, is it worth escalating concerns further?
Summation:
How do you professionally "ride out" a contract that doesn't have any work for you?
professionalism internship motivation
asked Sep 19 '14 at 16:38
James
1116
edited Sep 19 '14 at 18:39
asked Sep 19 '14 at 16:38
James
1116
asked Sep 19 '14 at 16:38
James
1116
asked Sep 19 '14 at 16:38
James
1116
1116
closed as unclear what you're asking by Kate Gregory, gnat, Vietnhi Phuvan, keshlam, Joe Strazzere Sep 19 '14 at 19:18
Please clarify your specific problem or add additional details to highlight exactly what you need. As it's currently written, it’s hard to tell exactly what you're asking. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.
closed as unclear what you're asking by Kate Gregory, gnat, Vietnhi Phuvan, keshlam, Joe Strazzere Sep 19 '14 at 19:18
Please clarify your specific problem or add additional details to highlight exactly what you need. As it's currently written, it’s hard to tell exactly what you're asking. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.
4
I'm not sure what you're asking. As an employer I would only hire someone on a short, fixed term if I had work that needed doing that I did not want to give to someone on my team because I did not believe they would enjoy or learn from it (unless we were truly swamped with nothing but a huge pile of interesting work). The company gains nothing from giving enjoyable work that involves obvious personal growth to a person who will be gone in a matter of months. If you don't like that, then you need to seek permanent employment so that somebody else will have a reason to invest in you long term.
– David Meister
Sep 19 '14 at 17:17
For co-op students that may have short-term placements, there can be something to be said for seeing how good is the fit and possibly rotating the person around even though they may only be working in 4 month terms with gaps to go back to school.
– JB King
Sep 19 '14 at 17:31
3
You speak in such vague generalities that I have no idea what you are talking about. And since your question is built on what you are saying, I don't have a clue what your question is either, even after three consecutive re-readings of your post. I am voting to close your question as unclear.
– Vietnhi Phuvan
Sep 19 '14 at 18:36
suggest improvements |Â
4
I'm not sure what you're asking. As an employer I would only hire someone on a short, fixed term if I had work that needed doing that I did not want to give to someone on my team because I did not believe they would enjoy or learn from it (unless we were truly swamped with nothing but a huge pile of interesting work). The company gains nothing from giving enjoyable work that involves obvious personal growth to a person who will be gone in a matter of months. If you don't like that, then you need to seek permanent employment so that somebody else will have a reason to invest in you long term.
– David Meister
Sep 19 '14 at 17:17
For co-op students that may have short-term placements, there can be something to be said for seeing how good is the fit and possibly rotating the person around even though they may only be working in 4 month terms with gaps to go back to school.
– JB King
Sep 19 '14 at 17:31
3
You speak in such vague generalities that I have no idea what you are talking about. And since your question is built on what you are saying, I don't have a clue what your question is either, even after three consecutive re-readings of your post. I am voting to close your question as unclear.
– Vietnhi Phuvan
Sep 19 '14 at 18:36
4
4
I'm not sure what you're asking. As an employer I would only hire someone on a short, fixed term if I had work that needed doing that I did not want to give to someone on my team because I did not believe they would enjoy or learn from it (unless we were truly swamped with nothing but a huge pile of interesting work). The company gains nothing from giving enjoyable work that involves obvious personal growth to a person who will be gone in a matter of months. If you don't like that, then you need to seek permanent employment so that somebody else will have a reason to invest in you long term.
– David Meister
Sep 19 '14 at 17:17
I'm not sure what you're asking. As an employer I would only hire someone on a short, fixed term if I had work that needed doing that I did not want to give to someone on my team because I did not believe they would enjoy or learn from it (unless we were truly swamped with nothing but a huge pile of interesting work). The company gains nothing from giving enjoyable work that involves obvious personal growth to a person who will be gone in a matter of months. If you don't like that, then you need to seek permanent employment so that somebody else will have a reason to invest in you long term.
– David Meister
Sep 19 '14 at 17:17
For co-op students that may have short-term placements, there can be something to be said for seeing how good is the fit and possibly rotating the person around even though they may only be working in 4 month terms with gaps to go back to school.
– JB King
Sep 19 '14 at 17:31
For co-op students that may have short-term placements, there can be something to be said for seeing how good is the fit and possibly rotating the person around even though they may only be working in 4 month terms with gaps to go back to school.
– JB King
Sep 19 '14 at 17:31
3
3
You speak in such vague generalities that I have no idea what you are talking about. And since your question is built on what you are saying, I don't have a clue what your question is either, even after three consecutive re-readings of your post. I am voting to close your question as unclear.
– Vietnhi Phuvan
Sep 19 '14 at 18:36
You speak in such vague generalities that I have no idea what you are talking about. And since your question is built on what you are saying, I don't have a clue what your question is either, even after three consecutive re-readings of your post. I am voting to close your question as unclear.
– Vietnhi Phuvan
Sep 19 '14 at 18:36
suggest improvements |Â
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OK, the summary is a different question than the one you seemed to be asking.
If they really don't have any work for you, you may be still be valuable to them as "on call" staff. I grant that being "gainfully underemployed" is less fun than folks think it might be, but it beats being unemployed.
So what do you do about it? The possibilities I can think of offhand would be:
!) Gently remind them (repeatedly if necessary, and by going to co-workers if management is disorganized) that since they're paying you they might want to actually use you. Look for things that your employer needs done that they don't realize they need done, and offer to assist with those. This is especially appropriate if they supposedly hired you to advise them rather than just to do a specific task.
2) Ask them if they want to cancel the contract early so you can move on to something else (if you have something better lined up) or at least switch to a situation where they have you on call but you can take on other work as well
3) like (1), but invest the time they're not using in improving your skills so you can land better contracts and/or higher-paying contracts
Even non-term-employees occasionally have to actively go looking for stuff that is worth doing. Learn to self-start... and accept that this is part of the nature of term employment. The alternative is to contract to do a specific job, term not to exceed whatever... and to be more active in having the next contract(s) lined up so you can move over when you're freed. That's easier if you have skills that let you price yourself as a consultant rather than as a temp.
answered Sep 19 '14 at 18:03
keshlam
41.5k1267144
suggest improvements |Â
1 Answer
1
active
oldest
votes
1 Answer
1
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
2
down vote
OK, the summary is a different question than the one you seemed to be asking.
If they really don't have any work for you, you may be still be valuable to them as "on call" staff. I grant that being "gainfully underemployed" is less fun than folks think it might be, but it beats being unemployed.
So what do you do about it? The possibilities I can think of offhand would be:
!) Gently remind them (repeatedly if necessary, and by going to co-workers if management is disorganized) that since they're paying you they might want to actually use you. Look for things that your employer needs done that they don't realize they need done, and offer to assist with those. This is especially appropriate if they supposedly hired you to advise them rather than just to do a specific task.
2) Ask them if they want to cancel the contract early so you can move on to something else (if you have something better lined up) or at least switch to a situation where they have you on call but you can take on other work as well
3) like (1), but invest the time they're not using in improving your skills so you can land better contracts and/or higher-paying contracts
Even non-term-employees occasionally have to actively go looking for stuff that is worth doing. Learn to self-start... and accept that this is part of the nature of term employment. The alternative is to contract to do a specific job, term not to exceed whatever... and to be more active in having the next contract(s) lined up so you can move over when you're freed. That's easier if you have skills that let you price yourself as a consultant rather than as a temp.
answered Sep 19 '14 at 18:03
keshlam
41.5k1267144
suggest improvements |Â
up vote
2
down vote
OK, the summary is a different question than the one you seemed to be asking.
If they really don't have any work for you, you may be still be valuable to them as "on call" staff. I grant that being "gainfully underemployed" is less fun than folks think it might be, but it beats being unemployed.
So what do you do about it? The possibilities I can think of offhand would be:
!) Gently remind them (repeatedly if necessary, and by going to co-workers if management is disorganized) that since they're paying you they might want to actually use you. Look for things that your employer needs done that they don't realize they need done, and offer to assist with those. This is especially appropriate if they supposedly hired you to advise them rather than just to do a specific task.
2) Ask them if they want to cancel the contract early so you can move on to something else (if you have something better lined up) or at least switch to a situation where they have you on call but you can take on other work as well
3) like (1), but invest the time they're not using in improving your skills so you can land better contracts and/or higher-paying contracts
Even non-term-employees occasionally have to actively go looking for stuff that is worth doing. Learn to self-start... and accept that this is part of the nature of term employment. The alternative is to contract to do a specific job, term not to exceed whatever... and to be more active in having the next contract(s) lined up so you can move over when you're freed. That's easier if you have skills that let you price yourself as a consultant rather than as a temp.
answered Sep 19 '14 at 18:03
keshlam
41.5k1267144
suggest improvements |Â
up vote
2
down vote
up vote
2
down vote
OK, the summary is a different question than the one you seemed to be asking.
If they really don't have any work for you, you may be still be valuable to them as "on call" staff. I grant that being "gainfully underemployed" is less fun than folks think it might be, but it beats being unemployed.
So what do you do about it? The possibilities I can think of offhand would be:
!) Gently remind them (repeatedly if necessary, and by going to co-workers if management is disorganized) that since they're paying you they might want to actually use you. Look for things that your employer needs done that they don't realize they need done, and offer to assist with those. This is especially appropriate if they supposedly hired you to advise them rather than just to do a specific task.
2) Ask them if they want to cancel the contract early so you can move on to something else (if you have something better lined up) or at least switch to a situation where they have you on call but you can take on other work as well
3) like (1), but invest the time they're not using in improving your skills so you can land better contracts and/or higher-paying contracts
Even non-term-employees occasionally have to actively go looking for stuff that is worth doing. Learn to self-start... and accept that this is part of the nature of term employment. The alternative is to contract to do a specific job, term not to exceed whatever... and to be more active in having the next contract(s) lined up so you can move over when you're freed. That's easier if you have skills that let you price yourself as a consultant rather than as a temp.
answered Sep 19 '14 at 18:03
keshlam
41.5k1267144
OK, the summary is a different question than the one you seemed to be asking.
If they really don't have any work for you, you may be still be valuable to them as "on call" staff. I grant that being "gainfully underemployed" is less fun than folks think it might be, but it beats being unemployed.
So what do you do about it? The possibilities I can think of offhand would be:
!) Gently remind them (repeatedly if necessary, and by going to co-workers if management is disorganized) that since they're paying you they might want to actually use you. Look for things that your employer needs done that they don't realize they need done, and offer to assist with those. This is especially appropriate if they supposedly hired you to advise them rather than just to do a specific task.
2) Ask them if they want to cancel the contract early so you can move on to something else (if you have something better lined up) or at least switch to a situation where they have you on call but you can take on other work as well
3) like (1), but invest the time they're not using in improving your skills so you can land better contracts and/or higher-paying contracts
Even non-term-employees occasionally have to actively go looking for stuff that is worth doing. Learn to self-start... and accept that this is part of the nature of term employment. The alternative is to contract to do a specific job, term not to exceed whatever... and to be more active in having the next contract(s) lined up so you can move over when you're freed. That's easier if you have skills that let you price yourself as a consultant rather than as a temp.
answered Sep 19 '14 at 18:03
keshlam
41.5k1267144
edited Sep 19 '14 at 18:56
answered Sep 19 '14 at 18:03
keshlam
41.5k1267144
answered Sep 19 '14 at 18:03
keshlam
41.5k1267144
answered Sep 19 '14 at 18:03
keshlam
41.5k1267144
41.5k1267144
suggest improvements |Â
suggest improvements |Â
4
I'm not sure what you're asking. As an employer I would only hire someone on a short, fixed term if I had work that needed doing that I did not want to give to someone on my team because I did not believe they would enjoy or learn from it (unless we were truly swamped with nothing but a huge pile of interesting work). The company gains nothing from giving enjoyable work that involves obvious personal growth to a person who will be gone in a matter of months. If you don't like that, then you need to seek permanent employment so that somebody else will have a reason to invest in you long term.
– David Meister
Sep 19 '14 at 17:17
For co-op students that may have short-term placements, there can be something to be said for seeing how good is the fit and possibly rotating the person around even though they may only be working in 4 month terms with gaps to go back to school.
– JB King
Sep 19 '14 at 17:31
3
You speak in such vague generalities that I have no idea what you are talking about. And since your question is built on what you are saying, I don't have a clue what your question is either, even after three consecutive re-readings of your post. I am voting to close your question as unclear.
– Vietnhi Phuvan
Sep 19 '14 at 18:36