One of the most critical tests in today’s business world is to place the right person in management positions at the right time. However, many organizations can play around with promotion options from a systematic approach to standard, performance-oriented evaluations. This both increases employee motivation and negatively affects internal loyalty.
The Promotion Fallacy: Success Is Not Management Skill
Atunis Human Resources and Management Consultancy General Manager Can Suntay states that it is a big mistake to see an employee who has been successful for many years as a natural leader. It is emphasized that managerial strengths should be evaluated according to many criteria such as not only performance but also leadership skills, communication skills and team management authority.
Bringing in External Managers Is Costly for Companies
Many company managers try to meet the needs from outside. However, this method brings risks such as high costs, problems adapting to corporate equipment and lack of motivation. Suntay states that identifying and developing the potential gains in the content at an early stage is much more sustainable and economical.
Emotional Decisions Created Distrust and Rebellion Among Employees
Suntay, who says that most promotion decisions are made randomly and with a sense of time, draws attention to the fact that this damages the sense of justice within the institution and leads to life. He states that objective, measurable and transparent promotion increases security within the institution.
As a result, although it is easy to recruit managers from outside, Suntay states that real corporate maturity is operational leader development and is in the structure of creating a long-term and planned management system for companies.
