5大高招突破中層管理困局
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????親愛(ài)的安妮：我希望我說(shuō)的這些不要聽(tīng)起來(lái)牢騷太盛，畢竟現(xiàn)在有很多人連份工作都沒(méi)有，他們的經(jīng)濟(jì)狀況更艱難，但我真的快被逼瘋了。八年前，我在27歲時(shí)以出色的銷售業(yè)績(jī)進(jìn)入現(xiàn)在這家公司，頭兩年，我工作很出色，晉升到了中層管理者的行列（擔(dān)任地區(qū)銷售經(jīng)理，管理一個(gè)分布在12個(gè)州的300人團(tuán)隊(duì)）。 ????然后，我就在這個(gè)位子上不動(dòng)了。雖然過(guò)去5年（包括經(jīng)濟(jì)危機(jī)期間），我?guī)ьI(lǐng)的團(tuán)隊(duì)每年都實(shí)現(xiàn)了兩位數(shù)的銷售額增長(zhǎng)，我所有的績(jī)效考核也一直十分出色，但我估計(jì)短期內(nèi)不會(huì)獲得升職，甚至永遠(yuǎn)都不會(huì)，為什么？因?yàn)槲业睦习逡膊?0歲左右，她可能永遠(yuǎn)都不會(huì)離開(kāi)這家公司；而且她的老板今年也就59歲，已經(jīng)多次表示70歲之前不會(huì)退休。因此，我似乎有兩個(gè)選擇：離開(kāi)這家我很喜歡為之工作的公司，到其他公司尋求晉升的通道；或者，接受現(xiàn)實(shí)，既然上層沒(méi)有空間，就繼續(xù)呆在自己的位子上。你怎么想？——虛度光陰 ????親愛(ài)的“虛度光陰”：先同情一個(gè)！我親愛(ài)的朋友，你碰到了人力資源圈子里所謂的“灰色天花板”——嬰兒潮一代人占據(jù)上百萬(wàn)的優(yōu)薪高級(jí)職位。人數(shù)超過(guò)8,000萬(wàn)的嬰兒潮一代或許應(yīng)該現(xiàn)在就大批退休，為像你這樣的X一代騰出發(fā)展空間。 ????但對(duì)于你以及在美國(guó)約5,000萬(wàn)的其他X世代人，很不幸的是并不會(huì)出現(xiàn)這種情況。這得歸咎于經(jīng)濟(jì)衰退，至少一定程度上是這樣：經(jīng)濟(jì)下滑，包括房地產(chǎn)價(jià)格大跌，威脅到了嬰兒潮一代的財(cái)務(wù)安全感，致使一些人至少把退休年齡推遲了幾年，另外一些人則無(wú)限期推遲。 ????但嬰兒潮一代最主要的問(wèn)題是他們?nèi)藬?shù)太多了，而且他們處處領(lǐng)先一步，當(dāng)你還在孜孜夢(mèng)想升職的時(shí)候，他們已經(jīng)占據(jù)了所有的專用辦公室。好像這還不足以封鎖企業(yè)的升職通道一樣，他們的孩子（千禧一代，或稱為“回聲潮一代”）緊跟著X一代進(jìn)入職場(chǎng)。即便到時(shí)候你那50歲的老板真的決定另謀高就，你又如何知道那些29歲、懂科技的年輕才俊不會(huì)越過(guò)你，繼承你老板的位子。這種情況并不是沒(méi)有發(fā)生過(guò)。 ????柯蒂斯?奧登能夠理解你的痛苦。作為波士頓咨詢公司Prescient Talent Strategists的創(chuàng)始人兼首席顧問(wèn)，他寫(xiě)了一本名為《夾心餅干：X一代的人才管理觀》（Stuck in the Middle: A Generation X View of Talent Management ），闡述了一些現(xiàn)實(shí)世界中提升職業(yè)生涯的技巧。 ????這些經(jīng)驗(yàn)一部分是基于他本人的經(jīng)驗(yàn)。幾年前，他在近40歲時(shí)加盟康卡斯特（Comcast），出任副總裁。“在這之前的10年，我一直在打造我的簡(jiǎn)歷，獲得研究生學(xué)位，努力成為最完美的候選人。我曾想過(guò)40歲時(shí)成為副總裁，結(jié)果提前實(shí)現(xiàn)了這個(gè)目標(biāo)，”他說(shuō)。“然后我開(kāi)始留心觀察，認(rèn)真盤(pán)算。” |
????Dear Annie: I hope this doesn't sound whiny, given the real economic hardships faced by people who don't have jobs at all, but I am so frustrated I could scream. I joined my current employer eight years ago, at age 27, with a fantastic track record as a salesperson, and did so well in my first two years here that I was promoted into middle management (regional sales manager, in charge of a 300-person team in 12 states). ????And here I sit. Even though I've increased my group's revenues by double digits for each of the past five years (despite the recession) and all my performance reviews have been great, I don't expect to be promoted again anytime soon, if ever. Why not? Because my boss is only about 50 and she's probably never leaving; and her boss is 59 and has said many times that he's not retiring until he's 70. So I seem to have two choices: Quit a company I really like working for, in order to move up somewhere else; or just accept the fact that there's no room at the top and stick it out here. Your thoughts, please? — Just Marking Time ????Dear J.M.T.: Ah. You, my friend, have run smack into what is sometimes called in HR circles the "gray ceiling" -- a vast crowd of Baby Boomers who are occupying millions of plum senior-level jobs. Almost 80 million strong, this generation was supposed to be retiring in droves right about now, opening up lots of opportunities for Gen X up-and-comers like yourself. ????Unfortunately for you (and the roughly 50 million other Gen Xers in the U.S.), that isn't happening. Blame the recession, at least in part: The downturn, including the collapse of real estate values, rocked Boomers' sense of financial security, causing some to delay retirement for at least a few more years and others to put it off indefinitely. ????The main problem with the Boomers, though, is that there are just so darn many of them; and they had a head start over you, nabbing all those corner offices while you were still earning your stripes. As if that weren't enough to clog the pathways to corporate advancement, their children (Gen Y, or the "echo Baby Boom") are nipping at Gen Xers' heels as well. Even if your 50-year-old boss did decide to take a juicy job offer elsewhere, how do you know some tech-savvy 29-year-old hotshot wouldn't leapfrog over you into her position? It's been known to happen. ????Curtis Odom feels your pain. Founder and chief of Boston-based consulting firm Prescient Talent Strategists, he wrote a book called Stuck in the Middle: A Generation X View of Talent Management that spells out some real-world tactics for moving your career forward. ????It's based partly on his own experience. A couple of years ago, in his late 30s, Odom joined Comcast (CMCSA) as a vice president. "I had spent the previous 10 years building a resume, getting graduate degrees, and working hard at being the perfect candidate. I wanted to be a v.p. by age 40, and I got there early," he says. "Then I looked around and did the math." |
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