Why do companies prefer to recruit new people rather than promote old employees?

In the development process of many companies, with the continuous expansion of scale and the continuous improvement of systems, the demand gap for management talents is also constantly opening.

According to the data of Zhaopin's "20 19 Year Workplace Inventory Report", less than 15% of the professionals were promoted in the first half of the year. Behind this phenomenon, it will inevitably lead to reflection. Compared with internal promotion, companies will choose external recruitment, which is the phenomenon of "airborne troops".

Xiao Min has been very anxious recently. As an old employee of the company, she worked hard, but last week she was told to "parachute" her immediate supervisor. She is used to staying in the comfort zone, but she can't help but start to feel anxious. She is worried that the new leader will take office. She is asking what kind of team the new leader will bring. In the week of waiting, the mood is like a roller coaster, ups and downs.

Why do companies choose external recruitment when there are people inside? Analysis, the reasons usually have the following two considerations:

First, old employees stay in the company for a long time, and it is inevitable that they will stand still and be fascinated by the authorities.

Influenced by inertia thinking and system solidification, enterprises can easily fall into bottlenecks in the development process, and people's vision and perspective will also be influenced by past experience, which has great limitations. They will be relatively conservative about the company's innovation and better development, and then dare not try;

External managers are the magic weapon to help enterprises get out of the bottleneck period and win better development. New ideas and creativity brought by new managers and innovations on the existing basis can generate more new sparks in Generate, which is what we often call the catfish effect.

Second, to some extent, it can reduce the contradictions caused by internal promotion.

Promotion within the company will inevitably lead to small-scale competition. In order to avoid the losses caused by vicious competition, companies prefer to choose external managers. At the same time, external managers will not be bound by the interpersonal relationship within the company, and both reform and innovation are easier to be drastic and more efficient.

The phenomenon of "airborne troops" is not accidental, but a consideration and decision made by the company after weighing and deliberation. Risks and opportunities coexist. What impact will the emergence of "airborne troops" leaders bring to enterprises?

1, panic:

Airborne leaders often cause the insecurity of existing employees in the company, and also lead to resignation and change to some extent; However, the suspicion of teamwork mode will also reduce the efficiency and output of employees;

2, the concept of "old school" and "new school" conflict:

Because of personal interests or team disputes, it will bring hostility or tension to the company; The situation of small groups or small groups often happens, and the two factions contend with each other, which ultimately damages the interests of the company and employees;

3. Running-in failure:

The new leaders will have their own style and overall orientation, and the ignorance of the original situation will inevitably bring about some reforms and changes, and the replacement of positions and the handover of new and old personnel will also cause fluctuations.

Based on the understanding of the advantages and disadvantages of the phenomenon of "airborne troops", we must first know ourselves and ourselves, so how can we give full play to the spirit of being invincible?

In the conversation with more than a dozen professionals, they shared their common and universal magic weapon in the face of the phenomenon of "airborne troops" for your reference.

1, friendly enough, regardless of seniority.

Kindness and friendliness are the most basic qualities of a person. Even old employees, in the face of new employees or new leaders, a friendly smile will be a trump card.

Just like the psychological first cause effect, the first impression left by the first contact with others determines the impression of others on you in the future. Regardless of the new leaders and new teams, regardless of doubts or reservations, we will always smile and be friendly to others.

Matthew is an old employee who has worked in the company for ten years. He has a well-known nickname-"Brother Smiling Face". No matter what kind of person he is, he always smiles. Not only that, he is also very enthusiastic and willing to help new members, so everyone in the company is willing to get close to him. Some people even jokingly called him "other people called running water, smiling brother made of steel."

2. Observe the work style and preferences of the new leader and adjust his work mode accordingly.

Qiao Sen joined the company for three years, and before the leader of "Airborne Force" joined the team, he had achieved the position of middle management. For the new leader, he first let go of his resentment, approached and understood with a learning attitude, and found that the new leader not only had personality charm, but also helped Qiao Sen to open up new perspectives and ideas. The two hit it off, and Qiao Sen not only made rapid progress, but also won the appreciation and promotion of the leaders. In less than a year, Qiao Sen was promoted to a new level.

As the leader of the "airborne troops" selected by the company, the other party is definitely needed or desirable by the company in some aspects. "Assessing the situation" is very important. Understanding and observing the style and way of doing things of "airborne troops" leaders, while learning and drawing lessons from them, also cooperated with the style of doing things of leaders to a certain extent.

3. Communicate in time to show professionalism and value.

When she first entered the workplace, Amy got the guidance of her predecessors and reported the progress to the leaders in time. She not only developed excellent work habits and time management skills, but also made small achievements in her own field. One day, the company "parachuted" a leader directly under her. It took Amy less than a month to win the trust and appreciation of the leaders. With the support of the leaders, Amy's work has not been affected by the changes in the upper level, and it is still smooth.

Reporting is the basic requirement of working ability for people in the workplace. By reporting, let the leader know what you are doing, the field and department you are responsible for, which is a way to show your value.

For the leaders of "airborne troops", there will be no feelings, let alone feelings or "old employees" plots. Everything is based on performance and data. If they are not replaced, they must find their indispensable position.

The phenomenon of "airborne troops" is also a double-edged sword. If we seize the opportunity and make good use of it, it will naturally open the door to a new world and usher in a turning point in our cause. If you are not sure, please remember to change your mind, try to adjust the remedy according to the above suggestions, and strive for the greatest space and benefits for yourself.