If the idea of working for an employer that recognizes and rewards your achievements appeals to you, but you’re stuck in your current position, don’t fret and above all don’t despair. You may not be able to change jobs right now, but you can avoid further suffering by learning from the descriptions that follow is likely to provide the greatest satisfaction.

The upside of being an achiever sounds highly desirable, but there is also a serious downside. Each of the tendencies below has the potential for fostering rejection, if policies and practices fail to take advantage of the unique qualities achievers bring to the workplace:

(a) Achievers resist authority, question ambiguity, and challenge inconsistency.

They are known to ignore instructions or modify directives when they believe their way is better. Acting on impulse is an example of just how stressful and demanding overseeing an achiever can be. Some supervisors would judge such behavior as disrespectful, while others would see the benefit of receiving honest feedback from those who do the work, are closest to the customers, and in the best position to solve the problem on their own.

(b) Achievers risk losing personal influence and effectiveness when promoted.

This is a classic example of the Peter Principle that says, “One can become incompetent through promotion.” To counteract the negative effects of advancement, it is essential to tailor succession plans and promotional policies for achievers based upon their proficiency rather than on their position. Thus, allowing them to reach full potential without having to move out of their productivity zone.

(c) Achievers are easily dissatisfied and seek new opportunities when bored.

This is the most critical factor in keeping achievers from leaving when they feel their contributions are rejected. They keep their resumes up to date and network with peers to stay current on job openings. Achievers thrive on difficult assignments yet lose interest when given repetitive tasks that offer little variety or challenge.