One thing I was expecting to see was that promoting yourself by moving, i.e., selling yourself to other companies is not only the best method for price discovery for yourself, but also that it will not come with excess responsibilities, i.e., promotions without/inadequate pay and mostly more responsibilities/work.
It is an issue and something I have been thinking about, because the corporate machine thinks it is saving itself money by screwing its employees, but there are many other way in which in reality is just undermines value and cuts growth and future earnings potential when your "human resources" decide to take their resources and institutional knowledge to a different company after years of sub optimal deployment due to the corporate culture.
For some corporations the burn and churn model may work; some big finance, insurance, tech, and consulting firms come to mind, but I don't think it can work without having generated a certain (al)lure.
Yes! Several months of doing most of the higher grade work to prove yourself worthy of promotion.
Then you actually get the promotion (normally with the smallest possible payrise). They still won't let you let go of all your old duties while piling new ones on you. And they keep hounding you to aim for the next promotion, which is increasingly unavailable.
A track record of fast internal promotions also sends an incredibly strong signal to your future employers though. Much stronger than if you change companies into each promotion.
Then when you advertise success to your next employer and deliver on it when you get there you are going to stand out from your peers with not a lot of effort.
Also "gets promoted quickly" usually makes people completely fail to notice that my resume doesn't have a degree/education attached to it.
It is an issue and something I have been thinking about, because the corporate machine thinks it is saving itself money by screwing its employees, but there are many other way in which in reality is just undermines value and cuts growth and future earnings potential when your "human resources" decide to take their resources and institutional knowledge to a different company after years of sub optimal deployment due to the corporate culture.
For some corporations the burn and churn model may work; some big finance, insurance, tech, and consulting firms come to mind, but I don't think it can work without having generated a certain (al)lure.