It’s “Who You Know” That Counts, Say Most Workers
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It’s “Who You Know” That Counts, Say Most Workers
PHILADELPHIA–June 26, 2012 – More workers believe “who you know” is more important than job performance in order to get ahead in their organization, according to a survey by Right Management, the talent and career management experts within ManpowerGroup.
Right Management surveyed more than 500 employees throughout North America and found that 44% think “who you know” is what determines advancement, while just 39% think it is job performance. For 4% it is job tenure, and another 13% say they have no idea since their employer never provides clear criteria.
In your opinion, what does it take to get ahead in your organization?
- 39% Job Performance
- 4% Tenure in Current Position
- 44% Who you know
- 13% Don’t know as it’s never made clear
“Workplace cynicism sure runs deep when merely one-in-three thinks it is merit that opens up opportunities or influences advancement,” said Monika Morrow, Senior Vice President of Career Management for Right Management, which provides talent, career and outplacement services to Fortune 500 companies. “It’s unfortunate so many workers think politics drives promotion. And it’s certainly wrong too, since organizations are doing more to identify promising talent and shape their development.”
An additional finding that many claim there are no clear criteria for advancement should be of major concern to top management, Morrow observed. “If we add together the politics people and the puzzled group we get 60% who aren’t plugged in to what ought to be open and fair development options. No wonder employers so often find their people so unsatisfied or disengaged from their work.”
Morrow offered advice to employees who may feel out of the development loop:
- Identify your strengths. Seek out your manager for constructive career discussions. Carefully assess your strengths; your strengths are where skills and interests intersect.
- Tie strengths to business needs. Clarify how your strengths tie to the priorities of your organization. Where are opportunities for adding value or closing gaps in contribution?
- Continue to grow and learn. Look for growth opportunities, such as volunteering for a special project or suggesting a new idea to your manager. Apply these to help your manager address priorities and drive organizational success.
The survey of 516 employees from the U.S. and Canada was conducted between May 16 and June 15.
About Right Management
Right Management is the global leader in talent and career management workforce solutions. As the workforce consulting experts within ManpowerGroup, the firm designs and delivers solutions to align talent strategy with business strategy. Expertise spans Talent Assessment, Leader Development, Organizational Effectiveness, Employee Engagement, and Workforce Transition and Outplacement. With offices in over 50 countries, Right Management partners with companies of all sizes – including more than 80% of the Fortune 500 – to help grow and engage their talent, increase productivity and optimize business performance.
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Media Contact: Phil Ryan, pgryan@aol.com or 845-339-7858.