In general, people will perform to the level of expectation the company assigns to them. The personnel inside the organization should be considered the prime candidates for promotion as additional openings occur. Linda used the philosophy of working with the individuals to determine their growth potential and outline a plan of development to achieve the desired goals. At Rheometrics, the person who was hired as Assistant Production Manager eventually became Sales Manager and finally CEO of the company. An electronics assembler from the Job Corp program obtained a degree in Electrical Engineering and is now a development engineer. At Nametre, an electronics technician was eventually promoted to the position of Manufacturing Manager.

It is the responsibility of management to insure that all employees know precisely what is expected of them in their job performance and, at all times, how management views their performance. Employees with growth potential should be worked with to develop their skills and encouraged to obtain the necessary education and skills required for growth. Conversely, not all employees perform at the required level and it is just as important that management be open an honest with them regarding the areas that need improvement. No employee should ever be surprised when they are terminated.