There has been an ongoing frustration at one of my jobs.
When I had applied as a tutoring coach, I had figured that the coaches probably had a high turnover rate. This was because of personal life-related things and not job stress. Coaches go away to college/graduate/move out. They work there for the summer, quit and go back to school. The Directors, having full-time positions, seemed to have stabler situations. The potential for rapid promotion also seemed like a good incentive to stay.
However, in the two years I’ve worked there, the turnover rate for directors is nearly as high as it is for coaches! This caught me by surprise, and it was rather depressing to learn. I see the directors as role models and mentors- particularly because I aspire to eventually be a director myself. When I go there, I do my very best to show them my potential. Part of this is through building up a good reputation with my coworkers, the directors, and the paying members at the center. Since I have the most day-to-day contact with the directors, I build up a lot of rapport with them.
The problem is, when the director leaves/quits, all that reputation goes out the window. It is one less person that will vouch for me. Sure someone will come in and replace them, and I can build up a positive relationship with them, but it will take months/years to just catch up to where I was before. This is problematic when I have feedback meetings which determine if I am ready for a promotion. One director might spend six months working with me, then be replaced a few weeks before I get a feedback meeting. It would take another six months for the new director to know me as well as the old one, and I feel like any lack of familiarity with me will hurt me on my evaluations. I dont just want them to see that I do a good job, I want them to see that I do a good job consistently.
Yesterday I learned that a director I’ve worked with for the better part of a year is leaving. He said I was close to being promoted, but I am worried that when I get interviewed by his replacement, the replacement’s lack of familiarity with me might take it longer for me to be promoted.
