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Each week, Dr Kirstin Ferguson tackles questions about workplace, career and leadership in her advice column Got a Minute? This week: dreaming of redundancy, a midlife career challenge and the horrors of “reply all”.
I’m doing exceptionally well in my career, but I feel increasingly awful about myself and my role as time goes on. I’ve been at my company for 10 years, and I am approaching severe burnout. I’ve recently learnt there may be redundancies on the horizon, and I’m so desperate to be axed, but the problem is I’m considered a star employee. I can’t stop thinking about a redundancy package, which would allow me to take a two-year break and recover from what has been a bloody tough slog. How can I position myself for that? At the moment, they would do everything they can to keep me.
The desire to be made redundant is more common than people might like to admit, especially from high performers like yourself who need a break and don’t feel insecure about being able to find another job on the other side.
Sadly, the reality is that it is very difficult to engineer your own redundancy. If there is a round of voluntary redundancies on offer, you could have a chat with your manager about whether that might be an option. Chances are though, this will only reveal your hand, annoy your boss, and you won’t get the payout either.
Have you considered talking honestly with your manager about how you are feeling? If you are one of their star performers, a good manager will want to know what’s going on. Tell them you feel burnt out and need a break. In fact, I would tell them things have got so dire you are even daydreaming about being made redundant! It may be that you can have a conversation with them about taking a sabbatical or extended period of leave from work so you can think about next steps.
Regardless of what happens with your job, your mental health needs to be prioritised. I would recommend you focus on what it is you can do to ensure you stay healthy and well, rather than thinking a redundancy is the only option.
I’m a 53‑year‑old woman with more than 15 years’ experience in the financial services industry. My role was made redundant two years ago during a major restructure, and despite continuing to apply, upskill and refine my approach, I’m finding it increasingly difficult to secure a new position. I worry that my age, long tenure in one organisation and the gap created by redundancy are working against me, even though I’ve used the time to stay engaged professionally. How can I navigate this stage of my career with confidence and counter potential bias, so employers can see the value and depth I bring?
Age discrimination in hiring is real, illegal and also genuinely difficult to prove. Rather than fighting that battle directly, the more effective approach is to make bias harder to act on by being impossible to overlook.
Your most direct path to a new role is almost certainly through your network rather than job boards. At your level and experience, many roles are filled before they’re advertised. Reconnect deliberately – former colleagues, industry contacts, professional associations in financial services and risk. Be specific about what you’re looking for, so people can actually help.
Have you considered whether contract or interim work might open doors? Many organisations will trial senior talent on that basis before committing to a permanent hire.
I would also make sure your CV (and LinkedIn profile) is clear, concise and two pages maximum. Don’t be apologetic about the gap since your last role but focus in the covering letter on how your experience will bring even more expertise to your new role. Good luck!
A colleague constantly uses “reply all” on emails, even when the response is only relevant to one person. My inbox fills up with messages that have nothing to do with me. Is there a polite way to address this?
I am pretty sure everyone has been subject to the “reply all” nightmare at some point. The absolute worst are then those people who then “reply all” to the “reply all” to complain about being included in the “reply all”, at all. It is an endless circle of doom.
In your case, I would just try a gentle one-on-one nudge suggesting that the sender contact the relevant person directly without feeling the need to keep everyone in the loop. It may be they are not quite as adept at their email etiquette as you, and a bit of subtle coaching can help improve the situation for everyone.
To submit a question about work, careers or leadership, visit kirstinferguson.com/ask. You will not be asked to provide your name or any identifying information. Letters may be edited.
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