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Following the director’s encouraging remarks —suggesting that anyone aspiring to a decent salary, and unwilling to work purely out of vocational pride, should look elsewhere— the ever-diligent CELLS management has decided to take an additional supportive step for staff: organizing LinkedIn training courses to maximize our chances of finding jobs where salaries do not systematically lose purchasing power year after year.
The initiative, which could be interpreted as an innovative “external employability” policy, reinforces the institution’s commitment to professional development… even if that development happens outside the institution. If salary improvements are not available internally, employees are at least being provided with tools to pursue them elsewhere.
With this measure, CELLS appears to embrace a pragmatic vision of talent: if it cannot retain it, it can at least help optimize its departure. Workshops on attractive profiles, strategic networking, and techniques to stand out to recruiters are presented as a natural complement to compensation conditions that continue to evolve systematically below inflation.
Some might think addressing the structural causes would be another possible route. But that would lack the modern, resilient and skills-oriented spirit that defines these initiatives. In the meantime, staff can refine their personal brand and prepare more effectively for the labor market.