I have been working as a researcher for a particular company for the past 2 years. I have worked very hard all this time to climb up the promotional ladder for the junior employees of the company. Through sheer determination and exemplary employee behavior, I was awarded the opportunity to climb the promotional ladder. Something which I accomplished at a rapid pace. In less than 2 years, I had reached the pinnacle of the junior employee ranks. Happy as I am with my current position, I am starting to feel restless. I have an inner desire to advance my career with the company further because of all the potential that I know I still have to offer the company. Sadly, company policies do not currently allow for a researcher to progress beyond the senior researcher level. This is a policy that I deem to be unfair and should be eliminated from the company policy if the company wishes to keep its employees happy and engaged in the continued development of the business that we all share a stake in.
As a Senior Researcher in the company, I have been given the privilege of exposure to the various work facets that allow our company to function. I have, for the purposes of the job description, also learned about the inner working of the higher positions within the company. Positions which I believe can be filled by subordinate employees from the research department since our primary job description is to discover and understand how things work.
If the persons in authority would take a moment to learn and understand the sentiments of the employees, they would come to understand that the high rate of employee turnover within the rank and file sections are caused by the disappointment in job advancement. Reaching the top tier of your department management position and then discovering that you cannot be promoted out of it is certainly a disheartening thought for everyone. No company, no employer for that matter, has the right to limit our career growth. Nobody within the company actually knows how far a particular employee can go up the management ladder unless that person is given a fair chance to prove his worth.
It is my belief that by stunting the career development of the employee, such as myself, the company is guilty of employee profiling. Who is to say that a researcher will not be a good writer or even editor? Who has the right to limit our right to self-discovery in the area of management?
By allowing researchers to be promoted out of their department, the company will be able to discern who among those on the staff actually have the potential to go far in the business, from those who do not have the capability to manage higher-level affairs. Such promotions also prove that the company trusts its employees with capabilities enough to hire from within. Thus proving that the company we work for is indeed a place where promotions are actually based upon work merit and not because the older employees seem to be quitting all the time.
In order for the company to survive the constant employee turnover and grow, a permanent employee base must be formed. This is something that can only be done by promoting from within the ranks to positions higher than what was originally held by the employee. This would prove that the company adheres to a fair employee promotions process. It risks such as these that prove to be beneficial to the company because the employees will find out that if they work hard and prove their worth as an employee within the company, we shall be given the chance to go far within the ranks.