Employees endlessly chasing their tails and losing their shirts via the Credential Chase and the carrot moved always forward out of reach via Elusive Requirements to Progress
Very often in professional jobs, as invariably it happens, someone when passed over for a promotion for a career opportunity / valued assignment, hears the refrain that ‘so and so’ was hired into the role since they had some differentiating and sought after qualification that is required. The desired pedigree mentioned is usually described in definite terms as a certain graduate degree, a professional credential such as a CPA license, software / programming certification XXX +++ or even they have project management certification. Astutely, the employer’s management will not communicate the individual was hired since there is an affinity, i.e. golfing buddy, golden boy / girl, relative of the CEO, etc. Of course, the credential chase reason was provided from an HR type perspective to avoid communicating what really happened and is suspected. Therefore, the communication is that of a tangible qualification and may even shortsighted (i.e. stupidly on the part of management) then be stated if ‘you obtain XYZ / PDQ credential (fill in the blank ____), then that will open up opportunities that you are seeking.’
Sadly, I have seen peers fall for this refrain, giving up personal time for courses /certification study materials and perhaps years of their outside of work life and family time to pursue whatever was lacking on their resume. I did not state ‘giving up money’ to pursue the grad degree, professional certification, etc. since often the employer will reimburse, which means your manager and to whomever they report, agreed to such an arrangement, and it hopes to assuage their guilt over what happened. However, upon completion of whatever pedigree was communicated as lacking, it would be silly for the employee to expect to be immediately promoted, received higher compensation, etc. Rather, when a similar opportunity presents itself, i.e. departure of the employee in the sought after role, growth of the company through marketplace expansion, the role however does go to someone else, perhaps even an external candidate who was hired based upon their charming the interview panel. The twice passed-over employee when out of frustration confronts management, the platitudes begin…’you are a valued employee … obtaining XYZ / PDQ had to benefit you with a chance to grow … then finally, state they that “executive management decided to go in a different direction, therefore, the job went to so and so … oh and by the way, so and so will be your new boss, from which you may learn much, little one, for the opportunity you are still seeking.”
Unfortunately, there are NO opportunities in the organization for the now rightfully so aggrieved employee. They were slotted in the first “pass over” as a steady Eddie or Edna who is perceived as a grumbler, or even ‘bitter,’ but will remain on no matter what, since they are too fearful of leaving. The thing to have done after objectively considering the initial shock was to quietly interview and leave the organization altogether. Now, having obtained the XYZ / PDQ qualifications, was truly a learning experience. And yes, management will now cite in round two of the pass over what they were ‘seeking with the hired / promoted’ individual, and those are new qualifications worth obtaining for future opportunities as XYZ / PDQ are so yesteryear and the new desired credential is the be all, end all the company needs going forward. At this point, most employees become depressed and beaten down, who have been through this multi-year elusive carrot dangling of an opportunity that will never materialize for them with that employer.
Really, the company management had no intention to promote the employee in round 1, round 2 or even at all as long as in their employment. A decision was made awhile back as to the employee’s job function, potential, career future, etc. Higher level management may come and go, however, they ‘low down’ on a long-term passed over employee becomes institutionalized. HR views the employee’s stagnation, regardless of if the true backstory is known and deems that there must be a personal and attributable reason why so stuck in a certain role and grade level for so long Whether that decision and opinion is correct, it is doubtful that perception will change. Again, time to pack up and go elsewhere and any place but the employer in question. I was once one of those steady Eddie type employees that stayed with the same employer, worked plenty of extra hours and took on tough assignments and in return received the annual mediocre pay raises of 3%, observed my peers move up and life in general pass me by. I realized the choice to stay was with me, I interviewed, receiving five offers within the first month that were progressive opportunities and chose the prospect that truly recognized and appreciated my CURRENT skill set, work experiences, education and credentials.