Plus the barriers they put up to apply. You're already in the organization yet 90% of the time you get sent to the exact same application process as an external hire so now you need to waste time filling out your work history, updating a resume, etc just to get an interview with people you already work with.

Well. I didn't get the new role, but I did send my updated resume to the 5 different recruiters I'm cool with.

Yeah, that "updating your resume" in your parent is a pretty big employer foot gun. Makes you that much more exit-ready.

> Telling an employee they have no opportunity for vertical growth in an org typically results in negative consequences.

This is totally it, putting a team member through rejection without giving them a growth plan and telling them you want them to succeed or grow basically gives them a map to the door

"Telling an employee they have no opportunity for vertical growth in an org typically results in negative consequences."

Consider the fact that a company is a pyramid, and that there really isn't any material opportunity for advancement for 90% of the staff.

That's basically an implication of the structure of the org itself, which should be fairly discernible to any participant.

So the rational posture for most staffers at every level is going to have to by default: "There are limited opportunities for advancement". Once step further and you realize that advancement it probably going to be fairly competitive, though not always meritocratic, it is what it is.

So the implication that 'it's hard to advance' is not something the company should really need to tell employees, it's something mature workers should really understand and internalize.

That said - there's a lot of room for advancement in high growth companies, so look for those if you're keen on that.