>If you are in a position that is well below your skills, very often times HR won't give you a chance to work to your capacity.
Exactly, the lesson i learnt. Most of the times, once you are within an organization, switching roles/jobs/responsibilities is pretty impossible. I am not sure exactly how and why this works out to be so, but would probably blame it on social group-think and the fear of the unknown being amplified, when every individual states and restates the uncertainty. It's as if when it's time to make a decision, the number of people agreeing something is uncertain multiplies the actual uncertainty/risk. I don't understand how groups of people make decisions in that manner, but then i never was good with people.
I witnesssed that too. An other thing I saw were managers treating emplyees like, well "property" would be to harsh but not far from it. At my future ex-employers place internal changes (supposed to be conluded within three months to months end of the agreement between you and the new department) aren't done anything faster than 4 to 5 months due to "negotiations" between the current and the future boss. Most people swallow that, but once you actually quit, everybody is shocked since THIS was considered impossible. At least the three months are adhered to. :-)
I think it could also be fear of sticking your neck out and failing. Now, a lot of places simply don't recognize execellence. I had to quit my job at Software GlobalCorp because my manager didn't know anything about technology or the project we were working on.
Suppose you were hired to do X, and after doing X for a few years, you have developed the skill to do Y instead. But that skill does not guarantee that your current employer will have an opening for a job doing Y. Even if they do have the opening, from their point of view, if they let you transfer, they will definitely need to hire a replacement X, and you might turn out to suck at Y. So a rational manager will feel a strong pressure to leave well enough alone and let you keep doing X.
There are a variety of ways for an employee to escape this situation, but the simplest one is just to find another company with an opening for Y.
Comments
>If you are in a position that is well below your skills, very often times HR won't give you a chance to work to your capacity.
Exactly, the lesson i learnt. Most of the times, once you are within an organization, switching roles/jobs/responsibilities is pretty impossible. I am not sure exactly how and why this works out to be so, but would probably blame it on social group-think and the fear of the unknown being amplified, when every individual states and restates the uncertainty. It's as if when it's time to make a decision, the number of people agreeing something is uncertain multiplies the actual uncertainty/risk. I don't understand how groups of people make decisions in that manner, but then i never was good with people.
I witnesssed that too. An other thing I saw were managers treating emplyees like, well "property" would be to harsh but not far from it. At my future ex-employers place internal changes (supposed to be conluded within three months to months end of the agreement between you and the new department) aren't done anything faster than 4 to 5 months due to "negotiations" between the current and the future boss. Most people swallow that, but once you actually quit, everybody is shocked since THIS was considered impossible. At least the three months are adhered to. :-)
I think it's a fear on the part of HR and others that you are working at your ability. They don't see evidence of your ability even if it's there.
I think it could also be fear of sticking your neck out and failing. Now, a lot of places simply don't recognize execellence. I had to quit my job at Software GlobalCorp because my manager didn't know anything about technology or the project we were working on.
I did however, continue to stick my neck out.
I have developed a theory about this:
Suppose you were hired to do X, and after doing X for a few years, you have developed the skill to do Y instead. But that skill does not guarantee that your current employer will have an opening for a job doing Y. Even if they do have the opening, from their point of view, if they let you transfer, they will definitely need to hire a replacement X, and you might turn out to suck at Y. So a rational manager will feel a strong pressure to leave well enough alone and let you keep doing X.
There are a variety of ways for an employee to escape this situation, but the simplest one is just to find another company with an opening for Y.