Interesting. Based on the responses in the last few pages of the thread, it sounds like the game has changed. if I was hiring new employees (which I haven't done in a few years), I think I'm going to need to ask new applicants if they're interested in a growth-based position or a sustainment position.
If it's the former, then I would pay them appropriately based on performances and targets, including giving them the opportunity to grow a career with new challenges (and variable-related pay).
If it's the latter then that's perfectly fine too, as long as they meet contract terms and requirements they're welcome to perform their duties sufficiently and clock out at the end of the day. More predictability in their day-to-day roles.
Most companies need both types of people.
And if either of them leave their job and want a recommendation, I'll make sure to tell the next employer what type of employee they were at my company. Seems pretty reasonable.
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