Cher Forman
"Ask Cher"
Cher Forman has over 20 years of domestic and international Human Resources experience in organizations ranging from startups to $3B. As Director or Vice President, she has managed Human Resources groups at Applied Materials, Stanford Telecom, Ask Computer Systems, Teledex and Tri-Data Corporation and consulted on H.R. philosophy, values and infrastructure with many start-ups as well. Cher has managed several of these firms through rapid expansion and significant organizational challenges. While at Applied Materials, she led her business unit as the company grew from 6,000 to 16,000 employees in three years. Ms. Forman has specific expertise in employment, corporate legal compliance, development of cost effective compensation/benefit strategies, organization development and international HR management. She has a degree in Organization Behavior from the University of San Francisco and has participated in advanced training at several other colleges and universities.
Dear Cher:
Are you finding that there are companies out there who actually appreciate our experience, or is there a massive trend to push us out so younger people can have those jobs at a lower rate of pay?
SB
Answer:
Hello SB,
Congratulations! I believe you are right on both counts. Yes, there are companies who appreciate experience and maturity. And, yes, many larger companies looking at the bottom line are laying off more mature employees with higher salaries, in favor of retaining younger employees. To a large degree the younger employees are paid lower salaries so the companies believe they need to keep them and reduce the number of more highly paid staff to come out with what they believe is the best fiscal strategy. They see this as the only way to reduce fewer jobs while saving more in payroll and benefit expense. The effects of this strategy in the long run remain to be seen.Meanwhile, there are many smaller firms, and start-ups with experienced founders, who need the breadth of information and capabilities only a more mature person can bring them. At the same time they value the loyalty and proven work ethic brought by that demographic.
While these smaller companies may still be offering decent compensation, joining one may mean some reduction in cash salary and sophisticated benefit programs. However, the upside of working in this environment is that it may offer the possibility of greater long term earnings through stock plans or incentive plans, plus more job satisfaction from being able to personally see one’s influence on the growth and success of their employer.
Either way, S.B., the best way to attract interest from any employer is through networking and meeting people who may know employees at whatever company in which you are interested. That includes doing your own research about companies so you can identify the ones that are most attractive to you. If you have taken the career transition workshops offered on the OEC website, you are well prepared to do this, and even have some fun as you watch the strategies work for you.
All the best for your tremendous success in the future,
Cher Forman
Vice President and Co-Founder,
OurExperienceCounts.com
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