People or Positions?

Comments

2 responses to “People or Positions?”

1. 

   February 4, 2008

   Claudia Rempel

   It is funny that you mention this Karl. I have a story that goes along with this. My cousin’s husband has been anxious at work. He has enjoyed his work but feels he is ready for the next challenge. He knows he can do the work a promotion would allow and so broached the subject with his supervisor. He was sure that they would consider a promotion to director. He has received nothing but positive feedback and praise for his work. They have even allowed him to telecommute full time. He thought perhaps they would want him to stay in his current position until he could hire and train his replacement. What he was met with was a resounding “no.” The reason: “we need you in the position that you are in. We can’t think of anyone who would do it better.” Needless to say, not only is he terribly disappointed, they have communicated to him that they don’t really care about him. They only care that he gets a certain job done. His reaction-he is looking elsewhere, and the sooner he leaves the better.

   Karl, what would you do if you were him? Leave? Or try something else?
2. 

   February 4, 2008

   Karl Edwards

   What a great example of probably losing the entire person because an employer wants things to stay the same.
   If I were the declined employee, I’d try one more communication with his boss. Thank him for the compliments, but decline the offer to remain in the same position. Express his sincere desire to stay with the firm, but that he is looking for expanded responsibilities at this point in his career.
   The supervisor needs an opportunity to find out that even though he “needs him in the position he’s in,” such a choice is not an option. He or she may choose differently given that knowledge.
   He or she may not choose differently, and then your friend needs to move on.