Is The Great Resignation Causing Premature Promotions?

Blog / Is The Great Resignation Causing Premature Promotions?

by | May 30, 2022 | Employers

A competitive labor market characterizes our new work environment, with employees wielding significant bargaining power. The result is that your most prized employee, enticed by the idea of working elsewhere, could very easily find their inbox filled with offers from businesses willing to accommodate their every last need. Be it for flexibility, compensation, fat health and mortgage checks, and several other perks.  

While much has been said about the Great Resignation and its effect on keeping top talent, I believe there is a significant next chapter in our workplace story that has yet to be addressed and understood: the issues that come with a new generation of premature employees in positions that they are not equipped and prepared for. And this is a crucial gap employers of today most take serious attention too.

Executive Roles In Companies

Employers need to be aware of executive roles in firms and companies, especially when it comes to promoting employees that are not fit for those roles and positions. As an employer, thorough screening and interviews must be placed in check before any promotions, notwithstanding how many years an employee has dedicated to the company. If this is not done, it would later bounce back in the output, gains, and returns of the firm.

What employers stay aloof is that they are at a point in their lives where they are dealing with a lot more than just their professional responsibilities, such as buying their first house, organizing a wedding, securing reliable healthcare, etc.

Even the most seasoned managers express dissatisfaction when learning how to lead and encourage their teams effectively. This is because they are forced to make last-minute adjustments to work-from-home or hybrid employment, demand more accessible professional environments and requests that they prioritize the personal well-being of their workers above the productivity of their teams. 

As a millennial manager, how can you understand leadership and management fundamentals in this highly complicated environment? So basically, management roles need to be critically looked into before employing or promoting anybody to fill specific positions to avoid a company crash.

Promoting Unqualified Employees

Millennial managers or employers need to know the effects of placing unfit employees in executive roles. Hiring the wrong people has a more profound impact on an organization’s performance than you may imagine. 

Choosing a candidate is part of a cycle where employing an unqualified employee throws the whole work cycle off course. The corporation pays the price for making a mistake by hiring an unqualified employee. Hire an untrained person, and you’ll experience these outcomes.

Client contentment

A company’s primary goal is to ensure that its clients are satisfied and to make money. Client satisfaction is only possible if a business and its workers execute their jobs correctly and have the necessary qualifications.

Clients who are satisfied with their service also increase employee morale and the company’s reputation in the marketplace. An unsatisfied client is a consequence of hiring an unqualified employee, and this may place additional stress on other workers since they must work harder to keep the client happy.

Professionalism

By promoting an unqualified employee, the quality of the job also suffers. Unqualified employees affect the quality of work since they don’t meet the firm’s requirements and are unsuitable for the job due to a lack of experience in that particular field.

The Great Resignation

Due to the massive Great Resignation, businesses have had difficulty finding qualified candidates to fill available jobs, adding to the already heavy workloads of managers. Millennial managers’ well-being seemed to be harmed due to having to bear the weight of assisting others during such challenging circumstances. Millennial managers reported feeling more overburdened today than in times past, even if their workers felt more productive and engaged at work. A toxic corporate culture is by far the strongest predictor of industry-adjusted attrition and is ten times more important than compensation in predicting turnover, says MIT Sloan management review.

When imagining a workforce of the future, businesses must consider their managers’ differing demands and what resources they may need for long-term success. For millennials, these tools include additional training and assistance in areas that are increasingly common in the workplace today and not only monetary compensations. 

According to the MIT Sloan management review, how frequently and positively employees mentioned compensation ranks sixteenth among all topics predicting employee turnover. This result is consistent with a large body of evidence that pay has only a moderate impact on employee turnover.

Conclusion

Millennial managers must note that choosing the proper individual for promotion is critical to a company’s success. When a corporation begins this process, it significantly impacts the whole organization. 

Working with well-qualified people for the position is critical since those people are responsible for getting the job done on the ground level, and hiring the wrong person will result in subpar work that will reflect poorly on your company’s goods and services.