屬下說她給我２條路選：升她職或是等著簽她的離職單

這個故事發生在某個我曾任職的公司，我當時是新報到的部門經理。

故事主角丹妮兒是隸屬在我部門下，年資剛滿一年的30歲營運組專員。在我到職第一週，因為她的直屬主管離職，她直接來找我談，說她希望我升她職等。

This story happened during the second week after I joined the new company as a department manager. 

Danielle, a 30-year-old young lady, was an operation specialist with one-year experience in the operation team that under my supervision. Since her direct supervisor resigned and left the company on the first Friday I was on board, she came to me to ask for promotion.

據我了解，丹妮兒在一年前加入公司前，並沒有其它相關經驗，也就是說，她在這個營運領域中，只有一年相關經驗，完全不符合被升職的條件。

但是為什麼丹妮兒會如此開門見山地找我談升職呢？因為當時部門的人力狀況不穩定，營運組的直屬主管跟資深專員們相繼離職，有一年資歷的丹妮兒竟是當時營運組內最資深的。

當時我們其實很努力在面試營運組主管，同時為了讓營運組能夠維持日常作業，我額外雇用了一位助理，並請丹妮兒幫忙協助處理營運主管的日常工作。

也是因為這樣，丹妮兒在營運主管的交接會議後提出要升職的要求。

Danielle didn't have any related experience before she changed her career path to this operation job, which means she only had one-year experience in the field. She literally wasn't capable of moving to the supervisor level.

Unfortunately, the operation team was having manpower issues: the supervisor and other senior specialists resigned, making Danielle the most senior team member at that time. 

While we worked on finding an experienced operation supervisor to lead the operation team, I hired an assistant and asked Danielle to help handling routine work of the operation supervisor.

The conversation began after we had the operation supervisor hand-over meeting.

丹妮兒說：「我現在是營運組中最資深的專員了，而且還幫忙負擔營運主管的工作，我要加薪並升官成營運主管，不然我就辭職。」

丹妮兒正中紅心！當時新到任的我，一時之間找不到其他人來穩住情勢，我需要丹妮兒幫忙維持營運組的日常運作。

但是，我也很明白如果升職丹妮兒，因為丹妮兒對相關產業經驗不足，之後一定會讓整個營運狀況不穩，引起惡性循環。丹妮兒其實還是需要直屬主管來帶領她。

在我跟丹妮兒的職涯討論中，我發現丹妮兒並不確定自己未來的方向，她甚至不知道自己是否想在現有的營運領域中繼續發展下去，這造成她對於在工作上為了什麼付出感到疑惑，她也直言好像只有錢才是工作唯一目標，不知道有什麼可以在工作上持續發展的。

Danielle:“Since now I am the most senior person in the operation team, and cover the duties the operation supervisor handed over, I want to get promoted to the supervisor position and get salary raise. If not, I will quit.”

Indeed, I couldn't afford to lose Danielle in that unstable situation. I was just new in the company and did really need Danielle to keep the routine running. However, I also knew that the situation would get worse if I promoted her to the position that she wasn't capable of. She was so uncapable that she still needed an experienced supervisor to look after. 

From the conversation with her, I found she didn't have clear vision of her career development, either of the operation field that she chose. It made her confused about every effort she put in the work. She was even not sure if she should stay in the current field. That's why she told me that money was the most certain thing that she could think of instead of career development goal.