Burn the Ladder

Danie Rowles
Jul 20, 2017 · 3 min read

Lately I’ve been getting questions/comments like these in my LinkedIn Messages:

  • “I’m at the top of the ladder in my administrative position. I’ve worked hard to get all the right certifications, and I love my job. But I’ve reached the maximum salary Company X allows for my role. I don’t want to leave, but they haven’t changed their position.”
  • “I’m climbing the ladder at Y Company. Right now I’m Administrative Assistant II. I asked my manager about a promotion because I’m really doing the work of Administrative Assistant III, and they agree, but policy is to wait for my review next fall. Do I go over my manager’s head and ask their boss?”
  • “There’s no ladder to climb here — you work for two years as an admin, and then you find another role somewhere else. I’ve never seen an admin here get hired in another position and stay beyond the two years.”

Now, you’d be right to point out that this says something about the companies where these talented administrative professionals work. Why would Company X limit the salary of someone who loves where they work, is dedicated to their profession enough to pursue certifications, and making clear advancements in their day-to-day? Why would Y Company choose to enforce a rigid review process when a high-performer is ready to contribute more value? And why would the last company ignore loyal administrative employees who are interested in moving up in favor of a revolving-door of new employees?

And those problems above are more common than you think, and can be difficult to address. They lead to losses of great talent, and poor culture overall. But there’s also a mindset illustrated in these questions that I think needs to be addressed, and that’s obsession with the ladder.

Why do we limit ourselves with the imagery of climbing the ladder? Sure, it’s satisfying to think of your dream job at the top of a ladder, and each rung you climb — each promotion or new job — is a step closer to that goal. But what if you take a job that isn’t a step up or down? Maybe your career is taking more of a zigzag pattern. And ladders have limits at the top — what if you reach the so-called top of your ladder at 35? Are you just expected to stay put? Does a new ladder magically appear? Does achieving your goals always have to be an uphill climb?

That’s why you should take that image of the career ladder in your mind and burn it. Light that thing on fire. When you’re thinking about your next career move, consider it a change that you want to make that will improve your skill set, salary, etc. Ladders are a convenient way for companies to make you think you have to wait your turn, or earn your stripes, or set other limits on you and your work. And you deserve better.


Thanks for reading. If you liked this article, please heart it and follow me for more thoughts on the assistant world. If you have a question about our industry, message me on LinkedIn.

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Danie Rowles

Executive Assistant at McBeard, a Fullscreen Company // https://www.linkedin.com/in/danierowles

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