In general terms, there are some specific circumstances that can make a promotion a failure for the company and the employee. The first step is to be aware that not all employees are prepared to take on managerial responsibilities and that some do not even want to.
Promoted for seniority/performance
Experience is a degree , but during an employee's working life in the company, the necessary knowledge to manage a team or take on different responsibilities may botswana email list not be acquired. A good salesperson can be a bad sales manager, and the reasons are not complicated to understand if we study the difference between both positions.
A worker who has been working for many years may have acquired a routine and a way of working that gives him great confidence in his performance. A promotion can put an end to this and make the employee feel completely out of place, especially when there is no desire to take on new responsibilities and/or the ability to carry them out.
The employee may be forced to move up in order not to say "no" to the company, so we should not rely on the simple acceptance of the position by the employee.
In particularly individualistic or competitive professions, employees may not have gained a good team culture and a global vision of the business, so if proper training is not provided in a timely manner , the new boss could find himself lost, lowering overall productivity and losing his self-esteem.
In short, seniority and performance can be good factors for establishing a promotion, but there are other factors to be analyzed that are just as important or more so, and certain deficiencies to be filled. It is essential to analyze the applicant's skills and, if possible, create a career plan so that the promotion is planned.
Promoted due to emergencies
The sudden departure of a boss may force us to cover his or her position temporarily or permanently in record time. The best thing to do would be to train several people so that they have certain basic skills to qualify for the position, so that the transition between positions is easier.
Furthermore, continuous training gives value to the worker and makes the company better able to adapt to changes. If we do not act correctly, we may end up with a temporary boss who does a bad job, or at least a much worse one than if he had a minimum knowledge.
This poor performance diminishes his value as a professional both inside and outside the company (especially in very closed sectors), causing him to bear the brunt of mistakes made due to not being prepared to assume the role that was entrusted to him. Thus, if he assumed the leadership position temporarily, he may be judged for it and considered unfit for future promotions , even if his level of preparation has improved since then.
Promoted by plug
Cronyism in management does not only occur to do a favor to an acquaintance or family member (few companies can act like an NGO), but to place trustworthy people in positions of power, prioritizing this factor over their training.
This can demotivate employees who have been applying for the position, making them think that the ceiling they can aspire to is just below the current boss and that the new boss cannot be trusted , since he or she has personal ties to senior management that will allow him or her to prevent anyone from rising above him or her.
However, the negative effects are not only felt by others, but also by the promoted person himself. He will most likely not gain the trust of his team , be seen as a "mole", formal communication will be scarce and he will have many problems maintaining motivation.
In addition, he will be seen as the one with a certain amount of influence, which would take away his moral authority and professional respect , even if he has a good level of training. Therefore, cronyism can be very bad for an employee and for a company. Promotion should respond to objective factors, since trust is not exclusive to friends and family, but to committed and responsible professionals.
