So you want to start working?

A few months ago, these pages carried an op-ed of mine that attempted to provide some insights into university admissions processes (‘The admissions game’, May 27, 2023). A few weeks ago, I followed up with an op-ed on how students can make the most out of their college/university years (‘Welcome to college – and adulthood’, September 20, 2023).

Today I want to complete this trilogy by adding some advice for new graduates about what comes next - entering the workplace. I am mindful that there is an entire industry of self-help and life/professional coaching out there, which addresses this among other issues. A 2021 article reported that TikTok had become a go-to destination for career advice and that videos with #careeradvice received 80 million views in February of that year alone (‘The latest TikTok craze: Career advice, resume reviews, and interview tips’, Washington Post, March 26, 2021). I will endeavour to remain focused on the local context and new graduates entering the job market.

The list of things I talk about here is not – cannot be – exhaustive; There are plenty of responsibilities that fall on employers, but today is not about that. These are just a few pointers that can hopefully make for a better start to work-life and that should also caution new entrants about where the rhetoric of Western commentators found in articles and blogs may be far ahead of the ground situation they may face here at home.

Your professional relationships at the workplace are unlike any other you have had yet. Your professional colleagues are not like your friends (though some may eventually develop into some) and certainly not like family (elders, siblings, or otherwise). A lot of employers tend to use the ‘we are like a family’ line which is inappropriate, cringy, dated, and even exploitative. What it often translates to is an expectation of not challenging or disagreeing with higher-ups (the ‘family elders’) and going above and beyond without expectations of compensation and reward because, well, families don’t keep score. In my experience, talk of the office staff ‘being a family’ is a red flag, even when it is meant well.

Ageism, discrimination against older people, is a workplace problem that is often talked about in the West and can be found in our local context as well. However, a far more prevalent problem in our workplaces is adultism – discrimination against the young – possibly rooted in the reverence given to elders in our culture. To rise to a certain level of management, you need to look the part. A few years ago, I was privy to a conversation in which a man in his mid-thirties confessed that he had to gain 10 kilograms and grow a beard to be considered for a more senior role by his employer.

Age and (service) seniority often figure prominently in public-sector organizations. Although the same rules and norms do not apply to private-sector organizations, many people have a hard time accepting someone even slightly younger as their manager, even if that manager is more experienced, accomplished, and qualified. Although this may be less of an issue at your first job, do not be surprised if you encounter resistance from reportees older than you. On the flip side, while this is unlikely to be the case in your first job, be prepared to take orders from people younger than yourself.

Closely related, some men continue to feel it beneath them to report to women who are their managers. In the 21st century, there is nothing further I need to say about such attitudes other than: don’t become one of those fossils.

Few and far between are workplaces that are free of office politics, sometimes with employees divided into ‘camps’ or ‘groups’. As an entry-level employee, you are cannon fodder in intra-office political chess and the most replaceable person in the office. Steer clear of drama and do not let yourself be dragged into the office rumor mill.

A lot of advertised positions that could or should be entry-level ask for work experience. That is because showing someone with no work experience the ropes is seen as a huge overhead. Employers hire employees to reduce or distribute workloads and make things easier not to increase the bandwidth needed to manage teams. When faced with a problem at work, try to figure things out on your own before making demands of someone else’s time. When you see a problem approaching, are you reactive: let things happen and take action after the Titanic hit the iceberg – or proactive: take action as soon as you spot a problem coming? That is what all those descriptors like ‘go-getter’, ‘self-starter’, ‘self-motivated’, and ‘proactive’ refer to.

Build a reputation for being trustworthy, dependable, and available. Start by being punctual and being available during office hours. Do not be hard to find when needed. If you are finished with your assignments, find a task that needs doing but always gets crowded out by other priorities or tell your manager you are available to pick up some slack. Do not become the guy who is always found in the kitchen or office breakroom. Do not demonstrate your own redundancy.

One of the major changes that came to many workplaces during the Covid pandemic was the increased acceptability of work-from-home (WFH), what used to be called telecommuting a decade ago. There were numerous pronouncements during lockdowns that, for many jobs, working from offices was dead – digital tools like Zoom and Microsoft Teams had come of age and businesses would be able to massively reduce operating expenditure by cutting down on their office space footprints.

But, post-pandemic, employers want reluctant employees to show up to the office again. On the other hand, many employees demand the freedom to work from home. This trend is particularly common in the technology sector. The benefits of WFH to employees are clear – cutting office commute time to zero, saving on commute expenses (which can be a very significant portion of salaries) and the flexibility to accommodate caregiving responsibilities at home during office hours. There is significant tension on this issue even now.

However, this does not mean that working from home is a vacation day. Working from home means you are as available and as easy to get a hold of as you would be at the office. When you work from home, it is expected that you agree on assignments and deliverables for that period with your manager beforehand. Do not make your manager chase you to get an update on the status of your work.

Employees with a skillset so rare they can dictate terms are outliers in our labor market. For everyone else, working from home post-pandemic is a privilege that has to be earned by earning a reputation for trustworthiness, professionalism and indispensability – where the employer needs you more than you need the employer.

A friend was recently hiring for a technical position and made an offer of employment to a candidate. The candidate demanded to work from home and be allowed to work other jobs or freelance. It ended up not working out and someone else was hired in their stead, but this is the kind of openness with which such a request needs to be approached. Generally, working from home is not permission to moonlight and take on multiple full-time jobs (unless mutually agreed on).

Lastly, the most fundamental office etiquette that is more relevant today than ever: Do not talk about religion or politics at the office (or your favourite professional social networking platform) – you are almost guaranteed to offend someone. People work for many reasons – to make a living, to take care of their families, and in the process learn something but never to have their political views changed or be preached to.

In conclusion, whether your employer spotted your potential to be great at a job during the interview process or the name of your alma mater signaled it and got you through the door, the sheen of potential wears off quickly and has to be backed up by delivery. Perhaps nothing irks a manager more than inconsistency in performance and quality of work and high transaction cost. Trust – trust that you deliver, do not play office politics, are available when needed, keep pertinent information to yourself, keep your nose out of other people’s business, and most importantly, are truthful – is everything.

The writer (she/her) has a PhD in Education.