more questions from people whose jobs are under attack by the new administration — Ask a Manager

Here’s part 2 of questions from federal workers who are currently under attack by the administration, as well as others affected by the fall-out. Part 1 (and an explanation of what’s going on) was here.

1. For those of us staying, how do we deal with this?

For those of us choosing to stay and continue defending the constitution, any advice? What are ways to deal with uncertainties, short notice changes, conflicting information, being short handed, and low morale? I hope many of us still feel that service and putting others before ourselves is good and the right thing to do.

I wish there was a good answer for this. Much of what’s happening is designed to get you to leave on your own. It’s going to be a rough ride for a while, and it will help to expect that. You’ll still be blindsided by things — you can’t be prepared for all of it — but you can brace yourself to know that it’s going to be rocky for a while. While things are so chaotic and volatile, the more unflappable you can be — the more you can simply roll with things like conflicting and constantly changing info, or being short-staffed, or how uncertain everything is — the less seasick you’ll be through all of it.

It’s not a great answer, I know.

But for people who are staying, know how many of us are very grateful to you. Thank you for doing what you can to hold the line.

2. Encouraging staff to leave before they’re laid off

I’m in one of the nonprofit sectors being heavily impacted by the executive orders. Even though they haven’t taken away our funding yet, upper management is sufficiently terrified to start saying we’re not renewing contracts in that work (in case funding gets clawed back). We are looking at significant decreases or the elimination of our department over the next 4-6 months.

I am the manager of a double-digit-sized team, who are all very passionate about the population we work with and our department. A few of them have loudly said they will go down with the metaphorical ship. Alison, I don’t want that! They’re all very talented and competent, and I would rather they find somewhere to land safely while I play Nearer My God to Thee. Any time I see a job I think they would be well suited for I will send it their way, but it feels awkward to do so. How do I walk the line between “you are an integral part of this team and sorely missed” and “get out while you still can”?

Be up-front with people! “I appreciate your dedication, but there are many ways to do good work in the world that don’t require you to go down with the ship. I want you to take care of yourself and your family, and I cannot in good faith discourage you from looking for a safe landing spot.”

You don’t need to nudge them every day to job search, but you should be clear that you support them in looking and believe they should look, and that there’s no special valor in refusing to.

3. Applying for a federal job in the middle of this

I’m a long-time federal employee. A month before January 20, I began an interview process for an internal transfer. I completed the final interview shortly before the hiring freeze.

I sent out thank-you notes, received a couple of polite acknowledgements, and it’s been radio silence ever since. Ordinarily, I would assume that I wasn’t picked and move on, but this is such an odd situation. I’ve heard that internal transfers will eventually be allowed. I suppose there’s a chance that the position will be eliminated or I will be fired, although I’m aware that I’m very fortunate not to be in my probationary period.

I’ve not followed up at all since my thank-you notes. There’s been so much chaos and confusion that I felt like it would be inappropriate and insensitive. But … should I? If so, when? and what on earth do I say?

Don’t follow up right now. There’s a federal hiring freeze (with the exception of a small number of exempted positions), and following up will make you look strangely oblivious to that. At most you could send a note saying, “I understand things are most likely on hold right now, but if you do return to filling the position, I’d love to talk further.” But it’s not really needed; it would be more about your own desire to close the loop in some way than anything likely to have a practical impact on next steps. I’d just sit tight for now and see how things develop.

4. Resume when I just got promoted but am already job-searching

Like many federal employees, I am expecting Reduction in Force in the upcoming weeks and am trying to prepare by updating my resume (thanks for the great resume advice, by the way!). The problem is that I was just promoted to a new position two months ago. I’m not sure how I should address this, if at all. I saw your advice to not include a short-term position unless it was intended as such from the beginning (e.g., a campaign), and I appreciate that advice. But I haven’t technically been laid off yet, and the promotion was a pretty substantial upgrade in terms of title (and expected responsibilities), and I’m reluctant to not highlight that on what are effectively marketing materials for myself. But I certainly haven’t been in the position long enough to have any “accomplishments.” Do I leave it off my resume and address it in my cover letter? I have to imagine that there have been other people in my position, federal employees or not, but can’t seem to find any good advice online.

Leave the promotion on your resume, and you don’t need to address the short nature of it in your cover letter. It will be clear to anyone in touch with hiring right now why you’re leaving.

More broadly, the advice about not including short-term positions that weren’t intended to be short-term is really about when you held a single short-lived position at a single company. It never applied to promotions at an existing company, even short-term ones!

5. Free job-hunting help for federal employees

I would love to pay for copies of your How To Get A Job ebook for a few of the federal employees who are undergoing such horrendous job conditions right now, many of whom I suspect may not have much job searching experience and possibly also not outside government jobs. It’s an outstanding resource. Any suggestions on a way to do this? Maybe there are other readers with the same impulse?

That is a lovely offer, and it makes me want to send it for free to any federal worker who wants it.

Federal workers: Email me with whatever evidence of federal employment you’re comfortable providing and I’ll send you a copy.