Do you want to promote the right person? Science says promote from within
By Jeff Haden | Published: 2025-11-02 10:42:00 | Source: Inc.com
Matters of style aside, Steve Jobs was an exceptionally effective leader at both Apple and Pixar. But would it have been as effective at General Motors, for example? Or Pepsi?
While the old saying is that a great leader can lead anywhere, hard skills certainly matter Study published in Industrial and labor relations reviewfound that having a high-quality boss (defined as one who excels at “ability to get the job done” and “employee development”) has the greatest positive impact on employees’ job satisfaction.
as The researchers write“If your boss can do your job, you’re more likely to be happy at work.”
You’re also more likely to be happy if your boss is promoted from within, rather than hired from the outside Study the job listingIt found that nearly 70 percent of respondents would prefer to be managed by an experienced in-house veterinarian who is “moving up the ranks” rather than an outside hire.
Even if the outside hire brings “proven talent” to the role
Not only did survey respondents believe that hiring from within was the best path to growth, but they also took outside hires personally: 35% quit, or at least considered quitting, when they were hired by someone from outside the organization.
But wait, there’s more: Internal promotions led employees to report higher productivity, greater loyalty to the organization, and that they had a better relationship with their (internally hired) manager.
Internally hired leaders agree with this view: They report feeling more supported and respected by their teams, and are more likely to describe their teams as high-performing. (Admittedly, this may have more to do with their tendency to embrace “this is how we do things around here” expectations than with objective, measurable results.)
Keep in mind that there were situations where participants felt that outside hires made better sense. Such as when a key employee with specific, non-substitutable skills internally leaves the company.
Or, although this was not included in the study, if you as an employer are dissatisfied with your company culture.
Culture is not what it says; Culture is what you and your employees do. Bringing in people who embody the culture you hope to build may be the best way to create long-term change.
But otherwise, you’re likely to be more successful when you promote from within, because when you get those promotions right, the impact on productivity, job satisfaction, and employee retention can be significant.
A Survey of over 400,000People across the United States have found that when employees believe promotions are being managed effectively, they are more than twice as likely to put in extra effort at work and plan for a long-term future with their company.
Additionally, when employees believe that promotions are managed effectively, they are five times more likely to believe that their leaders act with integrity.
At these companies, employee turnover rates are half the rates at other companies in the same industry. Our productivity, innovation, and growth metrics outperform the competition. (For public companies, stock returns are roughly three times the market average.)
So, before you automatically look outside your business to “bring in new talent,” “leverage outside perspectives,” or “bring new blood into the company,” take a step back and look at the criteria you will use to make a promotion or hiring decision.
Instead of focusing on “qualifications,” determine what the ideal person actually wants in the job He does.
If teamwork is more important, promote the team’s best player. If productivity is most important, promote your most effective employee. Doing the right things — whatever those consequences may be for the open position — is what matters most.
If you really can’t find this person within your organization, don’t hesitate to look outside. In this case, your employees will understand, and realize that your goal is always to find the best possible person for the job.
Because this person knows his stuff, and uses that knowledge to get things done, he will be a great fit.
But then take a look at how you develop people: Unless you’re hiring someone for a new role at your company, you obviously need to work harder to help the people you already have learn new skills.
The opinions expressed by Inc.com columnists here are their own, not those of Inc.com.
(Tags for translation)Engagement
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