Read some interesting posts that less than half of a group of employees think they will be promoted any time soon.
Their idea is that if they do wunnerful work, they should be promoted?
That’s not how it works.
A promotion occurs when the organization has a need, not when an employee does work they really like.
A need occurs when somebody drops dead in the traces, or when the organization expands.
Personally, I like the expansion part better, because then the promotion criteria is simpler.
You kill it, you eat it.
I’ve noticed that endless promotion consideration based on internally focused, customer agnostic systems, generally create a suboptimal promotion. Why would you let staffers who are not clueful make up criteria for a promotion? It’s a theoretical choice for a theoretical assignment that will intersect a world of consequences.
Paying customers who can and will fire your whole organization for performance provide useful guidance. If you have senior employees making up opinion-based criteria, you’re wasting money and time.
If you’re not in an organization that paying customers are growing, you are unpromotable.
And what have you done for the fleet today? ADM Art Money’s war cry.
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