2 ms·

Try to think of this from the organisation's point of view. The up or out culture serves two purposes. It helps ensure senior roles go to people they know well

Try to think of this from the organisation's point of view. The up or out culture serves two purposes. It helps ensure senior roles go to people they know well and trust, and it ensures there is room for other ambitious and motivated people to move up. In other words the whole objective is to have a well run organisation with motivated employees. The objective is definitely not to force hard working and talented people to leave. If you are hard working and talented it's incredibly unlikely they will want to push you out and then go through the whole process of hiring and training a replacement. It's worth having a conversation with your manager before looking for a new job.

pbronez 2y ago
Yes. Once I was leaving a managerial role for a lateral transfer and helped choose my replacement. One candidate was a high performing individual contributor. They felt obligated to apply for the job, but didn't really want it. They liked their current job and did it well. They were assured that they're welcome to continue as an IC at their current level as long as they continue to perform at their current level. Worked out great. They have their role and continue to enjoy it and perform well. The managerial role went to someone with clear upward intention, who is also enjoying it and performing well.