I’ve written a lot about what PSOs should be doing for their officers but today I want to give some ideas on what PSOs should realistically be expecting from their employers. As the economy tightens, profitability and even survival pressures are challenges for PSOs. However the employee is still the key asset that needs to be accounted for.
They expect to be treated fairly. They expect communications from their leaders. Executives who are good leaders are good communicators. People who are kept abreast of what the expectations are, where they are and other things tend to perform way, way better than those who may be thinking they’re doing well or they’re doing the right thing but they’re not. And then the way they find out they’re not performing well is when they get fired. And that’s not the way to grow an effective workforce.
What should PSOs expect as it relates to other things such as training and things that must be taken care of to ensure they can do their job more effectively? They certainly expect to be provided the training where it’s warranted. Related to that, and not all companies are good at that, is letting them know when the training is, making sure that they’re keeping track of it, helping them succeed in their own, and ensuring their certifications are up to date. It’s ultimately the PSO’s responsibility to complete the training and everything. But the employer can go a long ways toward facilitating that
PSOs should also be expecting career development from their companies. It’s easier for big companies to offer career development because they’re going to have a lot more upward mobility and career options. But I’ve also seen a lot of small companies that are growing and offering good career progressions. And they can be a great place for PSOs to land, because as that company expands and they get more and more business that will create more and more requirement for leaders. The bigger you get the more layers of leaders you have. So you can see that snowball effect of creating opportunities.