Promoting employees: Based on seniority or merits?

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This post was last edited by sean816 on 2015-7-29 at 12:27. Experience and strengths are among the factors to consider when promoting employees to a suitable position, but they are not the primary factors, nor are they elements that require a choice between two options. I believe that when selecting an employee, it is crucial to give top priority to their character. We’re not afraid of choosing someone with less experience and relatively weaker strengths; what we fear is choosing the wrong person. According to analysis, seniority and personal strengths are not the only criteria for promoting employees; what matters is an employee’s overall competence and the potential they have to create value in their new role after being promoted. Comprehensive promotion criteria should be established, rather than relying on a single standard to determine advancement. Headhunting firms believe that character is one of the most important criteria for evaluating a person throughout history. As a senior manager, promoting employees is like looking for building materials for one’s own structure; if you use a piece of wood that appears strong but has a flaw in it, you will eventually have to replace that piece of wood. Therefore, when promoting employees, both seniority and strengths are merely important considerations aside from character; in other words, no matter how experienced someone is or how strong their strengths may be, if their character is poor, they will not be promoted under any circumstances. Regarding this issue, whether you promote existing employees or highly capable new employees ； Headhunters believe that several principles must be followed: first, it is essential that the employee is qualified to meet the requirements of the position ； Second, you need to balance the relationship between new and old employees ； Third, you need to make your employees feel that this promotion is transparent, fair, and equitable. Employees care a lot about whether their company is treated fairly, while the actual level of salary – whether it is higher or lower – plays a less significant role. When promoting someone, it is necessary not only to achieve the company’s profit goals but also to ensure that both those who are promoted and those who are not accept it willingly, thus maintaining the overall harmony and stability of the company’s development.