The firm do to help the individual cope with plateaus

The firm do to help the individual cope with plateaus by providing them with opportunities for
lateral growth or allowing them to choose their own assignments when opportunities for
advancement do not exist.
Firms with international divisions can encourage employees to take assignments abroad to expand
their horizons, lead philanthropic and volunteer activities for their firms, or take sabbatical.
A sabbatical is an extended period of time during which an employee leaves an organization to
pursue other activities before returning to the firm. A sabbatical can help prevent employee
burnout and increase a person’s loyalty to a company.
Manager should tap the natural talent of employees by providing cross-training opportunities for
them, so that they don’t lose their skills. There may be other areas in your organization which could
use some help from your writer employee on a weekly or monthly basis. Finding relevant
opportunities for employees with untapped skills can boost their morale and interest.
Acknowledge achievements with rewards
Firm reward system has to be comprehensive enough to include not only promotions for high-
achieving employees but should also celebrate the competency and expertise of the rest of your
staff, which allows them to perform well on a consistent basis.
Career plateau – A situation in which for either organization or personal reasons the probability of moving up the career ladder
is low (loss of self esteem)
Three types of plateaus:
1. Structural plateau
2. Content plateau
3. Life plateau
A firm determine if an individual is facing a career plateau by asking questions such as
1. Does the employee accept high visibility assigments
2. Has the employee continued to advance his or her education, both formal and vocational?
3. Is the employee recognized by leaders in the organization, routinely promoted, and rewarded?
4. Does the employee get high performance ratings and larger-than-normal raises?
5. Does the employee have a career plan with measurable objectives that has been updated
recently?
What can the firm do to help the individual in this situation?

1. Identify the reason behind career plateau
It’s quite easy to a firm to identify employees who are going into a spiral of stagnation. They’re
disengaged, isolated, or bored. Manager should know that this is the more opportune time to
initiate a dialog with employees who seem to be stuck to understand and improve their situation.
2. Don’t let employees get too comfortable
when manager notice that there are employees who are less active than their peers in adapting
changes, manager should think ways on how to get them more involved.