Do You "Pigeonhole" Your Employees?

Have you witnessed employee pigeonholing? I have. 

"Pigeonholing" typically refers to limiting someone's future opportunities or potential by assigning them to a narrow role or category, often based on assumptions or stereotypes. This usually occurs due to a current employee being cast in a role of diminished responsibility therefore never being considered for a greater opportunity. 

I am aware of a service manager who was looking for a service consultant and had advertised for the position for some time with no results.

One day through conversation with a receptionist from a temp. agency, the G.M. found out he had graduated from a prestigious college and was biding his time trying to figure out what career path he wanted to take. 

When mentioned to the service manager for consideration, his reply was simply, “Are you kidding me? He is just a receptionist.” He was given the job, and he became one of the best service consultants the dealership ever had.

Pigeonholing can be detrimental to both the employee and the organization, as it may lead to dissatisfaction, decreased motivation, and under-utilization of talent. 

Reoccurring “one-on-ones” with your entire staff encourages open communication, provides regular feedback and supports career development. 

In turn, it can help prevent pigeonholing, insuring that employees feel valued and empowered to reach their full potential. Also, your current employee knows the culture. Hiring an outsider may lead to a someone who isn't a good fit for your organization culture.