When did you last get a new job title? Did it feel earned or inflated? Job inflation is real and it’s a double whammy; titles are being puffed up and promotions are happening faster than ever.
A job title is important as it forms a first impression. It indicates where you fit in the work hierarchy when you are sizing each other up. In the good old days you had to graft hard for a long time (and schmooze) before being considered for a promotion. Perhaps you were good enough to be promoted after four years? Nowadays, people get itchy feet quicker. Surely I should be promoted as I’ve been here two years. Competency and skills? Oh those.
Back then we weren’t that fussy about titles. Labelling entry level jobs with ‘junior’ was acceptable until it wasn’t. ‘Associate’ then made an appearance – it’s a softer, nicer word don’t you think? Drop it within 24 months when you move up a level and within the next 3 years you better be at the senior level otherwise it’s time to move on.
Sometimes, promotions aren’t part of a talent retention strategy at all – they’re knee-jerk reactions to events, sparking ripple effects which could cause resentment and a drop in morale leading to colleagues leaving unexpectedly.
To counteract inflation, we’ve added new rungs; staff, group, regional, global. What about VP levels; VP, SVP – what’s next? VSVP? Very Senior Vice President?
Even organisations with clearly defined career paths struggle to maintain consistency, there’s always that special case. Few industries align on career progression blueprints as business goals and needs differ.
Are we handing out titles too generously, creating an illusion of career growth?
