#BTColumn – Dear HR … How do I get promoted or progress without training?

Disclaimer: The views and opinions expressed by the author(s) do not represent the official position of Barbados TODAY. 

by Carol-Ann Jordan and Jacqueline Belgrave

Dear HR,

I have been in the same position at work for about six years. I believe that by now I should be promoted to another position but my manager has never approved any training for me. How am I supposed to progress?

You have posed an interesting question which contains a number of issues.

The first issue is:

What is considered a reasonable time in which an employee should or could expect to receive a promotion?

An individual employed by an entity is under a contract to function in a specific role and to perform specific tasks.
A promotion is not an entitlement (a right) but is an opportunity.

Generally, opportunities for promotion arise in two ways: either

(1) some-one leaves the organisation thereby creating a vacancy or

(2) the organisation creates new positions in response to operational demands. In responding to operational demands, the employer may determine the need for changes to the existing organisational structure and may create new roles to reflect and support the changes required.

Understanding how opportunities for promotion arise also highlight that these occasions are not influenced by any specific length of time.

You may think you have spent enough time in your present role: maybe you are now quite proficient in your tasks and no longer feel challenged by the role or perhaps assuming a new role will result in an increase in your earning potential.

Whatever your reasoning, we trust you also appreciate that in many cases, it can be quite some time before an opportunity arises and, whenever the opportunity does arise, you can be sure that there are also others within the organisation, with the
same interest, who will be seeking to progress as well.

This means that, generally, there will be competition among employees when these opportunities arise.

Your employer’s main interest, in such instances, is to ensure that the organisation attracts the most suitable candidate to fill the vacancy and they determine what constitutes “most suitable”.

As a result, even though you have been in the role for a while and may feel that you should be promoted by now, you can only be considered for new positions when they arise and you will be considered along with
others, both internal candidates
(your work colleagues) and external candidates (individuals who may be interested in the opportunity but who work
in other organisations).

Your selection as the successful candidate then depends on how you perform and what you offer when compared to the
other candidates from which the employer can choose.

When viewed realistically, there is actually limited control over when vacancies arise and, if you are beginning to feel unfulfilled, you may also have to consider applying to other organisations. In this way you may increase your chances of attaining your personal career goals.

This takes us to the second issue you raise:  How do you prepare for a new position before it becomes available?

In order to be ready for a new position which may become available, you must be clear about what you are interested in and then actively prepare yourself for the opportunities which may arise.

Your preparation for the role requires you to conduct your personal SWOT analysis and formulate your own strategic career development plan. It sounds much more complex than it really is. It involves you:

• examining your strengths and weaknesses as well as your skills and competencies

• paying close attention to the position in which you are interested

• paying close attention to what is happening in the environment around you: within your workplace, in the business environment and in the labour market.

Using this information, you then create a plan to develop yourself. Where you have identified deficiencies in your technical skills, you can seek the training opportunities you believe you need. In addition,

• continue to refine your soft skills and strengthen your technical skills

• be willing to learn more about other positions in your department or your organisation by working more closely and collaboratively with team members

• be open to accepting temporary (acting) assignments in other positions even if, initially, you are not going to be paid for filling in. In doing this, you will be acquiring valuable knowledge and skills. In fact, you may even come to find that the role you thought you might like, you in fact don’t and the role you thought you disliked, you do, in fact, like.

• keep reviewing external opportunities advertised by potential employers because the available opportunities are not all within your workplace.

Doing these things will assist you to be ready when the appropriate opportunities arise, wherever they arise.

The final issue raised is this: Does your employer have a role to playin your preparation?

You noted that your manager has not approved any training for you. We are interpreting this to mean that they have neither recommended nor sponsored any formal training for you since you joined the organisation.

Training within an organisation can take place in a number of ways (we discussed some ways above).

Your employer is under no obligation to recommend or sponsor training for you except in instances where your performance standards fall. Even then, your employer may choose to assist you through on-the-job training and support.

What we have shared should provide the guidance you need. Ultimately, progress in your career is in your hands.

About Lifeline Labour Solutions: Lifeline Labour Solutions is a boutique partnership providing people management solutions to workplace challenges Partners Carol-Ann Jordan and Jacqueline Belgrave are established practitioners with a wealth of knowledge and experience in Employment Relations, Labour Relations and Human Resource Management between them. Email: info@ lifelinelabour.com; Tel: 1(246)247-5213