With workforces still lean and fewer people getting promoted today, the definition of “moving up” has changed, according to ClearRock Inc.
Years ago, many workers followed a personal career guideline of: “Every three years, up or out.” That is, a worker should expect to be promoted every three years or should look for another job.
However, the desire to move up is coming into conflict with flatter organizations and many employers’ preferences to remain that way. Some employees who have stayed with their employers during the recession, are becoming disgruntled and switching jobs, or are looking for other jobs, because they have not moved up as they had expected.
This has set off a tug of war between executives and managers re-evaluating their current positions and employers who want to retain those who have developed and sharpened their skills during the recession.
Managers who have not only survived during the recession but thrived, too – and have a track record for helping their employers attain their goals in difficult times – are especially attractive as employees.
Experienced and battle-tested managers and executives are in demand. Management levels were trimmed during the recession as employers cut their workforces. Some of those who were able to keep their jobs took on more responsibilities and managed more workers.
Employees are now more closely examining the career development and advance opportunities being offered by their current employers, and assessing whether they will get a better deal with another company.
If good-performing employees are not being promoted today, they want to receive the career development that will position them for the next level and gain an understanding of when they can expect to advance.
ClearRock offers this advice for employees looking or expecting to advance:
In summary, employees ultimately own their careers and advancement comes to those who show up with a positive attitude, stay the course, and make a difference for the company.
