10 months into the job, one of my peers got promoted. I was shocked as to how a 22 year old guy out of college can be a manager so fast. Of course he was not my friend during our training period which further aggravated my misery. So next 8 months I waited , working hard, showcasing my results, projecting myself more during meetings, poking bosses about what next. It was difficult to accept that I was waiting in a company that openly encouraged promotions of their young workforce in a systematic way. 8 months down the line came the promotional interview. Some 14 of us attended and 3 of them got promoted. I was told I did well but those 3 were better than me at that moment. I was told I was next in line, this “wait” was even more frustrating. A month later when I got promoted it was more of a relief to get out of my “waiting” than being happy to get my first promotion in life!
Do you think organizations make talent “wait” and need to improvise on their harvesting methodologies? Yes and no, I believe large organisations have an organised way of doing and entrepreneurs have an adhoc but timely way of nurturing careers. But in a long career I believe, there are moments of long “wait” which costs organisations precious talent.
My reasons for this “waiting”
Waiting can be pretty frustrating to talent and detrimental to organisations productivity as we might have pool of talented people who are under-deployed with lowering quotient of loyalty.
I have waited many times in my career; as I would like to think based on my own assumptions that I had to grow, or get a new role, promotion or new designation. Every time I was on the verge of thinking of leaving when the “waiting” gets frustrating, the organizations/bosses would spring a surprise by offering me something new. Sometimes, the “something new” could just be an assurance, but it worked!
Below are my reasons for “waiting” phenomenon to continue:
Well, some waiting is inevitable throughout a long career journey but we can’t wait forever!