There is a trend in workplaces today for middle managers to experience slower career growth than they expected. This is in part due to older workers ahead of them staying longer in the organization.  However they interpret it, more and more employees between 35 and 54 are experiencing frustrations associated with not having the opportunities to climb quickly in their organizations. They have temporarily "plateaued".

 

Traditional reward systems based on one’s position do not work in today’s organizations. Instead, organizations are redefining what makes up a successful career. Everyone needs to openly acknowledge that upward growth may have nothing to do with an employee’s worth.

 

Some employers are hesitant to display this honestly, fearing that employees will become discouraged. In fact, the opposite usually occurs. Employees who are dealt with honestly talk about their relief once they understand what they have been experiencing.  Rather than withdrawing, they work with their employers to develop "win-win" ventures, such as creating new recognition systems and fostering ongoing employee growth opportunities.

 

One way to provide growth opportunities for employees in flat organizations is to provide them with opportunities to train and mentor others. Employees benefit from the leadership development, learning opportunities, appreciation and recognition that come from facilitating learning. The challenge, of course, is how to turn a subject matter expert into a skilled facilitator of learning. The key involves building on the skills of the employee while providing support through skill development and solid learning design.

 

  ShaughnessyHowell Inc.
156 King Street South, Waterloo, Ontario, N2J 1P6
Phone: (519)746-5203
Fax: (519) 746-6135
http://www.shaughnessyhowell.com/