What’s the best way to fill an open position in your organization? By promoting from within, right? Everyone knows that your existing talent base provides individuals who are familiar with your organization, your structure and your mission. So, it would seem to make sense that selecting an outstanding performer to be promoted to a higher position would be the best move. Less recruiting time and expense, less training time and expense – that’s a win – win! While promoting from within does have definite advantages, it must be done with thoughtful consideration, or your organization will find itself a victim of the Peter Principle.
The Peter Principle was originally introduced by Dr. Laurence J. Peter in 1969. The concept essentially states that people tend to be promoted up to their “level of incompetence.” In other words, employees will be promoted through the ranks based on their demonstrated competence until they reach the inevitable point where the requirements of the new position exceed their level of competence. While the principle was originally introduced as a satirical piece over 40 years ago, the danger of this happening is a definite reality. Continue reading “Should You Promote from Within, or Recruit New Talent?”