Anonymous Submission

Genuine opportunities for advancement are rare in the company where I work. Frequent job postings appear on strategically placed bulletin boards, according to company policy.

It's easy to tell when there's been a new posting. There's an almost constant group of onlookers, examining the paperwork as if it were the Holy Grail. You can hear them whisper ----who left? Or was this a new position? Who could qualify? Who would apply? Would they get hired? If they did, would it be a promotion or a lateral move? Was this a genuine career opportunity or a placeholder job?

Pass by human resources and you'll see one or more of the "fast-trackers" at the information counter. Members of this group apply for any and every job posted. It doesn't matter to them whether they are qualified, talented or experienced in the required area - as long as the potential salary is higher than their current rate. If there's no salary posted, they go on info-gathering missions and interrogate anyone

When the fast trackers are rejected, things can turn ugly. It's the company's fault, of course. But most people know enough to consider the source. After all, many of us give some thought to our career development planning, and feel that the fast trackers get what they deserve by not doing the same.

More often, employees feel concern for their long-term colleagues who apply for promotion when one of their superiors moves on, and are bypassed in favor of a new hire from outside the company. The reasons given usually make sense-but the fact is, when it happens too often, the company is blamed.

Fortunately, our company has a solid middle ground. Between the fast trackers and those who believe they should automatically inherit career opportunities, lie most of the average employees. At evaluation time, we work with our managers to find ways to develop the skills we need to get us into the jobs we want. We discuss new options and gather information. We engage in career development planning, and are prepared when opportunity comes along. I highly recommend this as the path to success.

About the Author

Measure. Report. Improve your organization with AlphaMeasure employee surveys.

Josh Greenberg is President of AlphaMeasure, Inc.

AlphaMeasure provides organizations of all sizes a powerful web based method for measuring employee satisfaction, determining employee engagement, and increasing employee retention.