Jumping in here a bit late and with some thoughts a bit off-kilter but I think you guys can roll with it...

Over the last year, I have become extremely put off by Titles. Why? It’s a twofold but both derive from their misuse.

There seems to be an epidemic of handing out Titles inappropriately, almost strategically to create a placebo effect in lieu of a raise or other deserved perks. I find this placebo to be very short lived and actually very dangerous to a work place. I have watched multiple people crash and burn under Title Illusion. “Yippee, I am now Manager of ____ and ____. New business cards- Check, Updated Door Plaque- Check, Updated Linkedin Page- Check!!!” But after the shine on that new door plaque starts to wear off, what does it really mean outside of an increased work load? A hollow title is the fastest way to have your A-Team running for the hills!

My second observation of Title Violation is as follows: Susie from accounting has been with the company for almost a year and does a fantastic job. She’s always on time, she never calls in sick, she puts out good work, she’s a team player and her colleagues like her. She is promoted to Manager. Susie excitedly assumes her new role as Accounting Manager, but wait, Susie has never been a Manager. She can’t handle the increased work load, she becomes stressed, anxiety sets in ruining her perfect attendance, and her once beloved colleagues are starting to complain about her attitude. The company and peers Susie once loved, she can no longer stand. She leaves the company.  (See The Peter Principle for greater elaboration.)

Understanding your team’s strengths, weaknesses, and capabilities is so key to your organization’s success. If someone deserves a bump in title, which advertently means more responsibly, they most likely deserve a bump in pay. After a tough week, staring at your fancy business card doesn't quite the same as seeing those extra dollars on your paycheck. As far as Susie goes, she was a great C-level employee. She deserved a raise, a gift card, or maybe a shout out in the next company meeting, not a promotion. By promoting her, without development, to a position she wasn't capable in filling, you not only lost a great employee but you also created distress among the team. The balance to appropriately rewarding in the workplace is almost a science- keeping employees happy, making them feel appreciated, promoting development and continual growth.

As I said, a bit off-kilter but your post sparked this dialogue in my head … so I guess it did exactly what it was supposed to do- make me think!