Does the Career Ladder Exist Anymore?
By Billy McDiarmid - Sourcing and Recruitment Technology Specialist - Glasgow
Do you remember the phrase career ladder? Has anyone actually used it recently?
I haven’t heard anyone say it. I'm not sure it actually exists anymore.
The career ladder came to be in the eighties and nineties when management ‘gurus’ developed complex theories about how a company should function. In turn, this created a thick layer of middle management that reduced the steps on the career ladder. These new roles had never been part of any business before.
And when the recession hit, they were never part of a business again. Those at this level were one of the main victims of the crash – well paid, and carrying out a function that was not so different from their subordinates. So when costs needed to be cut, the tasks were reallocated to people who were often told:
“Just be happy that you still have a job!”
Now that the steps have been removed, career progression is often impossible. When it does happen:
- It can often be reserved for the ‘favourites’, the ‘teacher’s pet’
- The best employees are not given the opportunity as they are too useful in their current position
So the question is - if are a top performer who wants to progress their career, how do you do this?
- Seriously consider moving externally. This might not be ideal for everyone. But a move to another company is a great way of progressing your career.
- Want to stay in your current company? Then really analyse where the opportunities lie. What teams seem to offer more opportunity? Is there a manager who is particularly good at developing her or his team?
- Think about a sideways move. Whether looking at external or internal opportunities, this can be short term pain for long term gain. I have personally done it. Are your skills transferable into another job that has better overall career progression options?
- Be honest about your desire for progression with your manager. This could lead to additional responsibilities that will develop you further. Remember – managers will not assume that you are actively seeking progression, as it isn’t for everyone.
- Talk to someone about it. Talk to your family and a recruiter about it. Get some independent impartial advice. It doesn’t cost you a penny.
Ultimately, career progression is no longer automatic. You need to take control.
Learn more about Social Hire
The team at Social Hire won't just do social media management. Our team work with you to ensure your business sees great value from the service and that your team gets tangible results.
What the Social Hire gang loves is making a difference for our clients, and we don't want to waste your, or our resources on campaigns that aren't right for your organisation, if it doesn't get your organisation the difference you need - we take a different approach. When your business utilises social media management, Social Hire get your brand the exposure it needs and offer your business the lift it needs to improve.
Our team of managers are a team that assists our partners improve their presence online by producing online marketing services on a regular basis. Our service is transparent and economical, which ensures that you get a great service and results that make a difference when you utilise our services. We arrange many different marketing services for enterprises from small businesses to large corporations to help make the most of of your company's social media marketing.
You might like these blog posts 5 Ways You Can Build Trust By Humanising Your Brand On Social Media, 5 Digital Marketing Trends Small Businesses Should Adopt, The 2nd P&L – What is Making Your Competitors More Successful Than You, and 6 Action Items to Include on your Social Selling Agenda.
