Earlier quoted context omitted.
also 2) can be dangerous as there will be someone to replace you and make you redundant
True, but if you can't be replaced, you can't be promoted.
Or take a day off sick.
How do managers get stuck? (2017)
61–67 of 67 posts
Re: How do managers get stuck? (2017)
#62This analysis resonates with my experience. It also (somewhat) correlates with the Peter principal [0], people get promoted to their level of incompetence. That said, I still remember “the rules” my High School math teacher told me about “Corporate Life”: 1. Be able to do your Boss’s job 2. Make sure you have someone that can do your job 3. Dress/act the part of your boss 1. Is important because the best way to prove…
I can see 3) coming across negatively if your boss feels like you’re treading on their toes, which could be career limiting.
To clarify: it is really about “dressing/representing the part”.
His original advice was simply to wear what your boss’ wears, but I modified it slightly to get to his intent. You need to show that you can “represent” your manager as well as he/she would. So it isn’t about pretending to have authority you don’t, it is about handling yourself in a way at least as good as them. Examples: don’t wear a t-shirt and jeans to work if they alway wear a coat. Also, watch how they respond to questions. How do they communicate to those around them?
Re: How do managers get stuck? (2017)
#63When it comes to promotions, there is one simple rule: A promotion is not a reward for doing a good job in your current role. For a company, promoting people is an optimization technique. Good employees are hard to find and if you already have one and he or she shows the potential to do even more valuable work, you promote them. It's as simple as that.
> Good employees are hard to find
Is that true though? I feel like I've worked with some outstanding people over the years how hard can they be to find?
Re: How do managers get stuck? (2017)
#64Earlier quoted context omitted.
Interesting. So Facebook assumes that some large number of promotions will fall behind previous performance? Probably a valid assumption. But interesting that they'd perform at one level and then degenerate when that's recognized.
Sorry — when I said “middle of the pack” I meant performing at “meets all” level for the level above.
That makes sense.
Re: How do managers get stuck? (2017)
#65Earlier quoted context omitted.
also 2) can be dangerous as there will be someone to replace you and make you redundant
True, but if you can't be replaced, you can't be promoted.
> True, but if you can't be replaced, you can't be promoted.
Not exactly true. If you can't find a replacement internally (or when there is a conversation about your promotion) then do an external hire
Re: How do managers get stuck? (2017)
#66Earlier quoted context omitted.
True, but if you can't be replaced, you can't be promoted.
> True, but if you can't be replaced, you can't be promoted. Not exactly true. If you can't find a replacement internally (or when there is a conversation about your promotion) then do an external hire
While nice in principal... that adds friction to your ability to be promoted.
Usually someone promoted someone into a role to fill a specific need. If you need x months before you can cut over, that decreases your ability to fill any but the longest term needs.
If however you can leave almost at a “drop of a hat” because you have someone that can fill your spot, then the moment the org has a need you can fill, BAM you fill the need. Much lower friction.
Re: How do managers get stuck? (2017)
#67Earlier quoted context omitted.
Using something like Helpdesk as an example; "having been operating at a higher level" is a Level 1 person who does Level 2 work, and "shows potential to do more valuable work" is a level 1 person who only does level 1 stuff, but knocks it out the park and looks like they will succeed doing higher level work.
Why would the company promote them your getting l2 performance for l1 pay. This working beyond your level long term is a trap you should avoid your just being taken advantage of.
Because if the company doesn't do (your first paragraph) the employee will realize (your second paragraph).
Basically a rehash of the other comment you got, but I found it funny you kind of answered your own question :)