We’ve completed the 5th reorganization at Ford (Marketing, Sales & Service) since 2005.  Nearly 50% of our staff have departed (retirements, voluntary and involuntary separations); dozens of “demotions” at every level of management were required to keep the ratios of managers to employees from embarrassing levels.  With this level of disruption as well as the departure of many of the true leaders in the organization, it has left the balance of the organization in a state of shock.

The “off the record” questions are difficult to answer.  For an organization that historically provided movement and promotional steps every 18-24 months on average, what does the new career path look like without promotional opportunities on the horizon?  How can someone evaluate where they stand relative to their peers anymore (even if they know who their peers are)?  It may be many years before there is professional movement in this company.  All those demoted will be restored or at least given due preference when an opening occurs, so those with less than 10 years may be in their jobs for the foreseeable future.

Most feel guilty for being so self centered even to think about such questions, but it is difficult to change mid-stream.  Our first priority should be the restoration of the company (cash flow, continued reduction of costs/unnecessary bureaucracy and inefficiency and improving our revenue).  So what advice can we give to those around us when career progression seems to have come to a halt?

Turn a dead end into the proverbial Cul-de-Sac.