This archive report was first published on 18 October 2019.
With the rise of performance-based contracting, the traditional notion of permanent employment is becoming a thing of the past. In fact, some organizations are adopting this approach for even their managers, making it a common practice in the industry.
One of the main reasons for this shift is the increasing cost of employing individuals on permanent terms. In some professions, it's become too expensive to maintain permanent employees, especially when individuals with rare and sought-after skills are asking for contracts with specific terms, including time limits, scope of responsibilities, and compensation levels.
These performance-based contracts allow workers to take on multiple projects for different organizations, ensuring a steady income at the end of each month. While this may seem like a more flexible arrangement, it also means that employees must continually prove their value to their employers.
So, what does this mean for you if you're a permanent employee who's been promoted to a position that your boss doesn't seem to welcome? It's essential to focus on your performance and not take your permanent tenure for granted. In fact, your boss may have recommended you for the position, and it's possible that you've grown complacent since your promotion.
Before escalating the issue to HR, it's crucial to discuss your concerns with your supervisor and build trust and respect. This will help foster a good working relationship and ensure that you're addressing the root cause of the problem. Remember, your performance is what will keep you in the organization, not your permanent tenure.
Ultimately, it's up to you to decide whether to stay or leave. However, consider the potential consequences of your decision and whether it will truly address the issue at hand.
