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The Daily Dread: What To Do When Your Career Is Controlled By Someone Else's Emotions

Breaking Free from Emotional Control at WorkThere's a moment we all know too well. You're standing at the threshold – maybe it's your office, maybe it's a conference room you’re about to enter for a meeting. Your hand hovers over the doorknob, and you pause. In that pause lives a question you've asked yourself hundreds of times: What version of them am I going to get today? That pause? That's your intuition trying to tell you something important.Recognizing the Red FlagsI want to talk about that pause. About how you've learned to read calendar invites like tea leaves, interpreting the tone of emails like some kind of emotional meteorologist. About how you've mastered the art of gauging someone's mood before they even speak, because you've learned – through countless difficult meetings – that your peace depends on their state of mind.Let's be honest about what this really means. When your entire workday hinges on someone else's mood, you're not building your career. You're surviving someone else's emotions. Think about your morning routine. Not the superficial one where you check your emails and plan your tasks, but the deeper one. The one where you scan Teams or Slack for clues about what kind of day it's going to be. The one where you listen for subtle signs of what awaits you. The one where you mentally rehearse different versions of your project update because you've learned that the wrong delivery can set the whole week off course.This isn't normal. This isn't okay. And deep down, you already know this.How Did We Get Here?When did it start? These things never happen overnight. It's a slow fade, so gradual you barely notice it happening. First, you're just being professional. Then you're being strategic. Then you're walking on eggshells. And before you know it, you've built an entire career around predicting and managing someone else's emotions.Here's what we tell ourselves:"It's just a demanding leadership style.''"Everyone has pressure from above.""Things will get better after this quarter.""It's just a rough patch.""Everyone has bad days.""This is just how corporate culture works.""At least I know what to expect."We become masters of rationalization, experts at making excuses for situations that slowly drain our spirit. The longer we stay, the harder it becomes to remember what healthy work feels like. The excuses become a comfort blanket, wrapping us in a false sense of security. But sometimes, in quiet moments – maybe during your morning coffee or your evening commute – you catch glimpses of what could be and what should be.What Breaking Free Looks LikePicture what a normal workday should feel like. Normal is waking up and thinking about your own goals, your own dreams, your own plans for the day. Normal is not having to run an emotional impact assessment before making simple decisions. It's starting your workday focused on innovation, not anticipation. It's contributing in meetings without first calculating the emotional cost. It's pursuing opportunities based on their merit, not on someone's unpredictable reactions. It’s feeling excited about your day, not anxious about someone else's reaction to it.When was the last time you felt that kind of freedom? The truth – and yes, this might sting a bit – is that you're not stuck. You're scared. And that's okay. Fear makes sense when you've spent so long adapting to chaos that the chaos starts feeling like home. But being comfortable with something doesn't make it right.I know moving on isn't simple. Maybe you've invested years in this company. Maybe your role is highly specialized. Maybe your entire professional network is built around this organization. These are real, valid complications. But complications aren't chains – they're puzzles waiting to be solved. Like any puzzle, they can be broken down into smaller pieces. Each piece – whether it's building new skills, expanding your network, or creating financial cushions – has a solution. And with each piece you solve, the bigger picture becomes clearer as you realize your future isn't locked into your present circumstances.You don't need permission to leave a situation that diminishes you. But if you're looking for a sign, let this be it: Your professional growth matters. Your well-being matters. Your right to contribute without fear matters.Your Next StepsThe path forward isn't about making one dramatic leap. It's about laying down stepping stones, one at a time. It might mean:Updating your LinkedIn profile: Refresh your headline and skills to better showcase your value.Reaching out to old colleagues or industry contacts: Not to ask for a job, but to remind yourself that your professional world extends beyond these walls.Starting a side project that excites you: Rekindle your passion to remember what’s possible.Documenting your achievements and contributions: Create evidence that counters the self-doubt toxic environments breed.Meeting with a career coach or mentor: Find someone who can help you see your situation through fresh eyes.Creating an exit plan, even if you’re not ready to use it: Having options is the first step toward feeling empowered.Building an emergency fund: Transform your fear into fuel for future possibilities.Preparing now, even if it's just a "break glass in case of emergencies" contingency, puts you in control of your destiny and not at the mercy of other people's whims.The Choice Is YoursWhether it's a job, a relationship, or any situation where your well-being depends on someone else's mood, know this: You have the right to leave. You have the strength to leave. And most importantly, there's life beyond leaving. If you're reading this and thinking, "This isn't about me," but your stomach is in knots, then this is absolutely about you. That knot in your stomach? That's your body trying to tell you what your mind isn't ready to admit.If someone else's mood is the deciding factor in how your day goes, it's time to ask yourself one simple question: Is this really the story you want to keep living? Imagine starting your day without bracing for impact. Just you, your coffee, and your plans. This isn't a fantasy – it's what life looks like on the other side of leaving. Your peace of mind isn't negotiable. Your professional worth isn't something you need to re-earn every morning.That door you're standing in front of? The one making you pause? It's not just a door to another workday. It's a reminder that every threshold is also a choice. And maybe today is the day you choose to walk toward something better, instead of bracing for what's behind that door.Author: John Julitz, Manager, Global Public Relations, ManpowerGroup.For more tips on how to land a dream job and reach your career goals, visit ManpowerGroup’s Career Resources.

“Important Organizational Announcement!”: The Unspoken Rules of Surviving Corporate Chaos

The email lands in your inbox at 9:03 AM - "Exciting Changes Ahead!" Let's be honest: in corporate speak, "exciting" usually means "brace yourself." Whether it's a merger announcement, a new strategic direction, or a complete restructuring, major organizational change can feel like the rug being pulled out from under you. I've been there. We've all been there. And while you can't control company decisions, you can control how you navigate them. So, let's talk about not just surviving but actually thriving when everything feels like it’s about to go sideways.The First 48 Hours: A guide on Surviving Corporate ChaosFirst, let's acknowledge something that corporate consultants never do; it's completely normal to freak out. That pit in your stomach? The sudden urge to update your LinkedIn profile at 9:04 AM? Totally natural. The key isn't to suppress these reactions but to channel them productively. Take a breath before you text your work bestie. Seriously. Your first reaction is probably not your best one, and company messaging channels have a funny way of being more permanent than we expect. That frustrated rant might feel good now, but it won't look great on the screen of whoever's planning the new org structure. Instead, grab a notebook - an actual, physical notebook - and write down everything you're currently working on. Not for your boss, not for HR, but for you. Think of it as your professional insurance policy. Here's exactly what to document: Current Projects: List every project with its status, key stakeholders, and your specific role. Include those informal responsibilities too - the ones not in your job description but that make things run smoothly. Note which projects are business-critical and which could be at risk during changes. Concrete Wins: Get specific about your achievements. Instead of "improved customer service," write "reduced response time from 48 to 12 hours and increased satisfaction scores by 27%." Don't just list what you did - capture the business impact. Those numbers and specifics matter, whether you're making a case for your role or updating your resume. Relationships and Influence: Map out your network - who depends on your work? Whose work do you depend on? Which stakeholders would struggle without your input? Document the cross-functional projects where you've built bridges between teams. These connections often become crucial during reorganizations.Special Skills: Write down the unique abilities you bring to your role. Maybe you're the only one who knows how to run a critical legacy system, or perhaps you've built strong relationships with key clients. These differentiators might not seem important now, but they could become vital bargaining chips later. Having this clear record gives you both stability and concrete evidence of your value, whether you end up advocating for your role, interviewing elsewhere, or positioning yourself for new opportunities in the changed organization. Reading Between the Lines: The Art of Corporate Detective Work Let's talk about corporate communication, which often feels like it's been run through Google Translate a few too many times. When leadership announces changes, they're telling you a story. Your job is to figure out what story they're really telling to anticipate and survive corporate chaos in need. When they emphasize "streamlining operations," they're usually talking about cost-cutting. If they mention "leveraging synergies," brace for consolidation. When they talk about "optimizing our organizational structure," expect layoffs or major role changes. If they start emphasizing "return to core competencies," they're probably planning to sell or shut down peripheral business units. But if they're throwing around terms like "investment in new capabilities," pay attention - that often signals genuine growth opportunities, even if things get messy in the short term. Beyond the buzzwords, watch for these warning signs: Sudden budget freezes or extra layers of approval for routine expenses Senior leaders leaving quietly with vague explanations Postponed major projects or canceled annual events Increased presence of management consultants or "strategic advisors" Unusually detailed requests for process documentation Multiple "confidential" calendar holds for leadershipAlso, pay attention to the quiet shifts in day-to-day operations. Which teams are getting resources? Which projects are suddenly urgent? Where are rising stars being moved? These subtle signals often tell you more about the company's true direction than any town hall meeting. Taking Stock: Your Personal Reality Check A very important aspect of surviving corporate chaos is self-assessment. Now comes the hard part: honest self-assessment. Not the kind you do for performance reviews, but the real, 2 AM, staring-at-the-ceiling kind. Ask yourself these questions and be brutally honest with the answers. Think beyond your job description to your actual impact. About Your Role and Skills: What unique value do I bring that's hard to replace? Which of my skills will matter more in the new direction, and which might become less relevant? What institutional knowledge do I have that would be valuable during this transition? Where are the gaps between my current capabilities and what the company seems to be prioritizing? About Your Position: How central is my role to the company's new priorities? Who relies on my work, and how might that change? Is my team growing or shrinking relative to others? How strong are my relationships with decision-makers who will shape the new structure? About Your Future: What parts of my job energize me versus drain me? Where do I want to be in two years, and does this change help or hinder that path? What would make me excited about the changes versus just accepting them? If I had to look for a new role tomorrow, what would I want it to be? That last set of questions is crucial in surviving corporate chaos but often overlooked. Sometimes we get so caught up in surviving change that we forget to ask if we even want to. Major organizational shifts can be a perfect excuse to pursue the career move you've been putting off. Remember, this isn't just about keeping your job - it's about positioning yourself for what comes next, whether that's within your current company or somewhere new. The clearer you are about your own situation and aspirations; the better decisions you'll make as things evolve. Building Your Action Plan: Getting Tactical Here's where we get practical. You need a strategy to survive corporate chaos, but not the kind they teach in management books. You need a real-world approach that actually works when things are messy and unclear. First, make yourself valuable in ways that matter now. If the company is shifting to digital, volunteer for that tech project you've been avoiding. If they're focusing on customer retention, find ways to showcase your client relationship skills. The key is to align your contributions with the new direction before everyone else figures it out. Build relationships across the organization but be genuine about it. Nothing is more transparent than suddenly trying to network when changes hit. Instead, find authentic ways to collaborate with other teams. Help people solve problems. Share knowledge. Be the person others want to work with. The Long Game: Creating Your Own Stability The truth is organizational stability is a myth. Companies change and adapt; they have to, or they will succumb. The trick is creating stability for yourself. That means: Building transferable skillsMaintaining relationships across your industry Keeping options open while staying engaged in your current role Owning your career narrative The most successful people I've seen navigate change aren't necessarily the most skilled or the most political. They're the ones who stay adaptable while keeping their core values intact. They understand that change, while uncomfortable, often creates the exact disruption needed for significant career growth. Remember, your company's story is not your story. Their chapter breaks don't have to be yours. Sometimes what looks like an organizational crisis might be your biggest opportunity - if you're prepared to see it that way. So, the next time an "important organizational announcement" email lands in your inbox, take a deep breath. You've got this. And maybe, just maybe, it really will be exciting - just not in the way you planned. Author: John JulitzFor more tips on how to reach your career goals, visit ManpowerGroup’s Career Resources.