Read
some interesting
posts that less than half of a group of employees
think they will be promoted any time soon.
Hunh?
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.
Join
us: Monday,
July 1 9:45
– 11:30 am,
for
Google+
The Center of the Internet,
at 40PlusWashington,
DC – Free,
informative,
and entertaining.
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