Why are leaders airborne instead of internal staff promotion? The old employee tells you the reason behind
Everyone in the workplace has dreams of a promotion and a raise.
After all, when you come out to work, everyone wants to make more money so that life can be better.
However, there is a very strange phenomenon in the Chinese workplace: the leadership of the company is airborne, not selected from within. Why do companies do this when they know that employees are most eager to be promoted? Why are leaders airborne and not promoted by internal staff?
- Reduce the stimulation of internal conflicts
When leaders are promoted from within, it can lead to employees not working with others in order to compete for leadership positions. In order to get this leadership position, everyone cannot unite, and this becomes infighting, which is very detrimental to the stability of the team.
Likewise, it is inevitable to form your own circle in the competition, after all, there will always be people for or against it. If the promotion from within is successful, colleagues who support the competition will be dissatisfied because the management is too strict, while others will be dissatisfied because the management is not in place. If the competitor is the leader, this makes those who don't support him worry that they will be led into small shoes.
In a word, if it is not handled properly, it will cause internal conflicts, and it is very detrimental to the stability of the team. Lenin once said that a fortress is easiest to break from the inside. Without a stable atmosphere, the team will be inefficient, and naturally the company's interests will be harmed.
- Reduce the possibility of employees forming gangs
For bosses, the most taboo thing in the company is that employees have their own small groups. Therefore, when selecting managers from within, the company must first consider whether the person who manages the employees can convince everyone. Otherwise, other employees will feel very dissatisfied with the new manager, so they will not cooperate with the manager's work.
If you want to pick leaders from your employees, first of all, they must be competent and have good interpersonal relationships. If the employees like him, then the relationship between the employee and other people will be closer, and slowly he will be able to form his own circle.
But if leaders are airborne from outside, it is difficult to form their own small groups.
For example, in a company I know, when selecting managers, a person was selected from within the department, and most people in the department supported, but because a small number of people did not support, so when he just took office At that time, the work was very difficult, and the progress of various businesses was slow. Later, there were more and more conflicts at work. Finally, all the subordinate employees left collectively, which led to the paralysis of the business of the department and caused considerable losses to the company.
Therefore, in order to avoid risks, there is generally no internal promotion.
- Avoid confrontation between upper and lower layers
If it is promoted from within, it means that the leader will not be promoted or left, and even if the employee performs well, there is no opportunity for promotion. If employees want to get promoted, they can only wait for the leader to get promoted or leave.
If the leader does not promote or leaves, and the employee is eager to be promoted, then he will find ways to drive the leader away, which will create a hostile and contradictory relationship between the superior and the subordinate. It is not conducive to internal management. If it is airborne, this kind of crooked way of employees can be effectively eliminated.
- Able to inject fresh blood into the team
If you are promoted internally, it is easy for people to form a fixed mindset. However, airborne is different. First of all, if you can airborne as a leader, it means that you must have achieved certain achievements in the industry, you will have more fresh ideas, and you will be able to inject fresh blood into the company and make the company more successful. We will not rest on our laurels and innovate rigidly, so as to enhance the company's combat effectiveness and create various good performances for the company.
For example, an internet company brought in a talent after the technical director position became vacant. He not only brought the advanced management techniques of large companies, but also applied it to his current work. He also introduced more specialized techniques. This is something that leaders promoted from within cannot achieve.