Register now or log in to join your professional community.
An older employee who have control on system, but didn't get promoted because of his education etc.. Management hires a new manager above him in hierarchy, what could be the reactions or consequences of this situation? How that new manager and the management should control any possible rivalry or conflicts.
Let me mention a phrase "Old is Gold". In my opinion if older employee possesses sufficient skills, and have control over the system, he is entitled to be promoted to the next step. If so, he will be encouraged and put more efforts for further advancement. And his efforts or hard work, is no doubt, would go in favour of his employer. A new comer thought well qualified, will difinetly take some time to settle and produce results as olders do.
Maybe the newcomer is a clue that the company is ready for some changes is a field and wants a new point of view, new skills, new perspective. And with the knowledge of the existing employee who already knows how the system works, it's a lot easier to proceed to changes.
If the existing employee didn't get the promotion because he doesn't have a specific ability, he mustn't get upset because every job needs certain qualifications. If he has the ambition though, to proceed to higher lever jobs, he should take a training seminar/session (if he has the time & money). But either the case, it's only human to feel awkward when something you want, somebody else is getting it, even there is a logical reason for that.
Sometimes we are thinking this is unfair. But we have to realize that leader of a team has different mind set.
Sometimes the person should be cool and hot depend upon the situations. May be that person is not having conving power or basics of leading a team. Presentation is also an issue.
Earlier i was also thinking the same that why the management is not promoting me to the higher level than after attending a workshop I realized that it is not only seniority but lots of other factors involved in promoting on a leading positions.
Worst case scenario is industrial sabotage - and as a manager you need to be prepared for this.
Best case is that the employee may have no interest in being promoted upwards & hence a new boss will have no impact.
As a manager you need to be aware of these possibilities.
Every new boss has a different approach and a different way of doing things - some may like the new way, some wont - but the principle is that everyone is there to do a job & be professional.
Sometimes Education is not only the factor it's the experience and management ability that counts. A manager hates problems to solve. What they want are problems that have been solved. If an employee cannot handle situations that needs his immediate decisiveness but instead pass on to the boss. It implies that certain employee has no management skills and the company decides to keep him as support and find someone who has the will or ability to keep things organized.
The old employee should then realize that his role is merely a support to the incoming manager and team work should be built between them. The old employee should then learn from his new college by supporting him. It's a give and take process. The company may reward the old employee with incentives to encourage him to cooperate with his new college.
There would be internal conflict for sure. The older employee should accept the fact.In my experience in these cases at some point one of them will either leave the company or change post.
Communication is the key here. If the organisation has a effective and efficient system of appraisals & employee development, resentment would'nt arise among older employee who do not get a chance of promotion. They must, in every apprisal be kept informed in writing about their strengths & weaknesses, their past performance and what is expected out of them in a given time frame.
I feel if this communicated, hiring people new people for vacant positions would not be a hurdle for any organistaion.
If the employee is kept in the dark, natural human tendency would be of resentment and might even result in lower productivity for the organisation and loosing the employee at the end
Most of the companies try to give internal growth as much possible ,because it helps to motivate all the employee and it makes a good work environment (with in the family)
But if the company's performance is going down , this is the time employer think of a new brain. its true that the new manager needs time to fit in, but he/she may have a innovative ideas, new tactics used in previous company, this will help to wake-up the junior employees and the business.
being a good employee, we have to respect the company decision.
No one should have control over the system. The most successful Japanese companies will not allow someone to have that much control on the system for a simple reason “what happens if that person got hit by a bus”.
The system should be constructed to function in way regardless of the human element, and that is accomplished by having policies, procedures, and work instructions that are followed religiously.
With such a system in place, the company will never be in that situation; because its system will document the performance of every employee, and will promote according to the master plan, and fill the new created vacancies according to the growth plan.
