Internal promotion is a motivating factor in a company. To promote so that it does not become the opposite, is the task that the promoters of said policy must develop.
Always look higher, higher, that is the ideal that we should all have in our lives. Not settling for what we have but seeking to improve and strive to achieve our greatest purposes and desires, is undoubtedly one of the most important tasks we must perform. In an organization, promotion is one of the greatest incentives an employee can be given, of course, if this is achieved on merit, nothing more.
In many companies, there are individuals who apply for positions within the same organization, if there is a vacancy for a certain job. These people see in this possible promotion, a way to get ahead and grow both personally and professionally. The bosses, for this reason, must evaluate very well the pros and cons that this situation can generate.
The fact that a company has well-defined internal promotion policies generates a high degree of motivation in the employees, since they will strive to achieve those desired positions and, in addition, the work environment will improve as the workers feel that the company has them in She counts so that they continue to grow together with her and reach objectives mutually.
However, there are details that should not be forgotten and that can generate, instead of motivation, great frustration. For example, the fact that an employee does not get the desired promotion can lead to a resentment towards the organization and a demotivation that nothing good will bring him or the company.
In addition, the people in charge of evaluating the aptitudes of the candidates for a vacancy, should not be swayed by bias if among the options are individuals from the company, who are looking for an excellent opportunity to get ahead. For this reason, internal promotion is an issue that must be treated with great care and with a lot of objectivity.
It has been said that the vast majority of individuals who have won a position in a company, to work at high levels, have arisen from middle levels of the company. This suggests that there has been a desire to educate and train the best prospects, thinking ahead, always looking ahead and trying to ensure that the possible vacancies that arise are filled by capable and known people.
Seeking the benefit of the company and its employees, with known and trained personnel, is what you want with internal promotion.
Whenever you want to look for personnel for a certain position, it is important to meet the requirements for it. For example, in internal promotions, performance evaluations are important to determine the skills and achievements that employees have achieved throughout their career in the company.
When a worker is thinking about applying for a position within the same company, his immediate superior should become his best advisor. It is he who has to guide and orient his "pupil" helping him to determine the good and the bad of his aspiration. Often the desire is nothing but fatigue, and a good boss must let his manager know so that his dream does not turn into a nightmare.
Impartiality should always exist when evaluating a candidate "from home." It is difficult to be objective when you know the applicant, for this reason, these individuals must be evaluated by people with whom they have not had much contact within the organization to have fairer and more equitable results.
When a worker does not get his long-awaited promotion, frustration can take hold of him. That is why it is important that the communication of this decision is as clear and positive as possible so that the candidate does not feel disqualified or discouraged, but on the contrary, eager to improve every day to achieve in the not too distant future the goal that he could not crown in the moment.
Good or bad, the internal promotion policy in a company must be handled very carefully. The important thing is to be sure that the person who has been chosen, whether a worker of the company or not, will respond to the commitment that is required and will collaborate so that the objectives and goals of an organization are fully met.
