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Career progression is often viewed as the ultimate reflection of our achievements, and moving up the corporate ladder as the true barometer of success. We all aspire for a higher salary, more perks, a larger office, a weightier title, and these are bound to be hugely exciting, socially gratifying and an indicator that we have ‘arrived’.
Real career progressíon is, however, slightly different. It is based on your job or role growing or expanding substantially to the next level. Job evaluation experts use various parameters like complexity, scale, extent of problem solving, knowhow required, financials including revenue and P&L, independence of decision-making or the impact of the role to determine true role enhancement.
For example, does the title of ‘manager’ include managing a team or direct market responsibility? Does the title of ‘general manager’ give you full P&L responsibility that includes independent decision-making on expense management as well as sales and marketing initiatives all of which lead to full P&L achievement? Is the CEO for geography also responsible for franchise development, compliance and legal? Is the marketing director also responsible for decisions on product pricing and portfolio? What decision-making and financial authority is vested in these roles?
The truth is that we very often equate changes in grades/levels as well as job titles with career progressíon. Sometimes, employers also use this ‘progression’ as a means to keep key employees engaged and motivated.And it is critical that we take every opportunity to understand and drive these ‘real’ changes as our career evolves. Appraisal and promotion meetings are good opportunities to evaluate and ask for such job enhancements apart from applying for internal vacancies that provide real growth even if these are seen to be difficult roles.
Hence, real career progressíon is based on real and substantial changes to the job over time, and will lead to real advancement in the future.
• Promotion is socially gratifying and an indicator of success
• Real career progression involves growth in the role’s complexity
• Scale, extent of problem solving and knowhow needed also figure
Source: Monindra Grover, Special to Jobs & Careers
The writer is Regional HR Leader - Middle East & North Africa, MARSH