Another disadvantage that is obvious is the long hiring process: finding a suitable candidate, conducting interviews, and the process of adapting to a new place. This process can be expensive for the company, both in terms of time and money, and the main obstacle in this is that the result does not always meet expectations. Another disadvantage is that the new manager may want to change the team to suit his requirements, for example, hire new employees or fire current ones, bring in people through connections. In this regard, current employees may be distrustful of the new management, not trusting it.
Search for a leader "among our own"
Currently, the strategy of forming an internal personnel reserve of the company is quite popular. This is due to the lack of experienced management personnel on the market and the desire to reduce costs. In fact, this approach has many advantages.
Here are a few of them:
A candidate who has physician data package grown within the company is very familiar to you: you know about his achievements, failures, strengths and weaknesses - you are an observer of his work. Therefore, you are most likely able to accurately predict how effective and productive he will be in a new position.
Finding a candidate within the company and retraining him for a new position will cost the company several times less than hiring a new person and his subsequent training and adaptation in a new team.
A candidate who is already an employee of the company is familiar with the corporate culture of the organization. He is familiar with the company's values and is interested in promoting them. He does not need additional time to adapt to the team. At a minimum, he does not need to explain the rules.
Such a "career elevator" is a great motivational tool. Employees realize that career growth opportunities are open to them, and they have a real example of a person who achieved leadership through their own efforts. This is also useful for HR: such examples definitely attract candidates, because they know firsthand that there is a possibility of career growth.
Career growth of the director
Source: shutterstock.com
However, there are also disadvantages to this approach.
No matter how successful an employee was in his previous job, it is not guaranteed that he will be the same in a new place with new tasks and requirements. Although he may prove himself as a good worker or director on the scale of smaller units than your company implies. That is, it may be difficult for him to take on a leadership role in a team if he was previously on equal terms with colleagues. Difficulties arise with the distribution of tasks and responsibilities, as well as a strong desire to do everything independently. As a result of all this, the employee may face burnout very quickly.
Regardless of the position, many people suffer from the so-called impostor syndrome. A new manager may begin to doubt himself, pay attention to his every action and wonder why he was chosen, gradually coming to the conclusion that he is not worthy of the position and it was the wrong decision. In this situation, it is very important to support the employee, let him know that he is engaged in “self-digging”, and dispel his doubts.
Building an internal talent pool through developing outstanding employees takes time, but an urgent need may require urgent and immediate action.