Shortly after Sarah had ascended to the head of the department, she announced that, with upcoming hires, there would no longer be ‘position inflation’. What this meant was the practice of rating a job higher than it should be for one reason or another. It was a drain on the department’s finances, she explained, and it served no useful purpose. True to her word, shortly after she had completed a reorganization of the department, the hire to fill the position she vacated was lower than the level she had occupied when doing that job. The position was labeled as Director level, where she had been a Senior Director.
Several of her staff members paused at that. When she was in the position, she felt it was necessary for her to have a level of Senior Director, with all its requisite perks and salary level. Now that she was no longer in the position, she had a revelation that the position was too high and needed to be lowered for the good of the department and to prevent the dreaded position inflation.
It was strange how pretty much the same position demanded different levels, with the only change being who had been within the position. It was no surprise to the staff, as they were used to this type of logic with Sarah.
Even more puzzling, soon after she promoted a few people within the department, as she no longer had to pass it by anyone within the department for approval. One person, who only recently had been promoted, was promoted again, in direct violation of company rules. A couple of others also were promoted. So, the savings she gained by lowering one position was eclipsed by the higher salaries needed for the new promotions. When Sarah was asked why she did this, her response was, “I felt it was needed”.
The rest of the staff, the ones who weren’t promoted, felt that the only things that were inflated in this whole deal, were so egos.