Introduction: Restoring the prestige of promotion
Promotion is one of the most effective tools for retaining talent and motivating teams. However, favoritism, nepotism, and discriminatory practices often undermine it. Companies must rethink their processes to ensure promotions are fair, transparent, and strategically aligned with organizational goals.
I – The pitfalls of traditional promotions
Ill-designed systems can lead to frustration and disengagement among employees.
Example: A Manufacturing Firm in Vietnam
In a textile factory in Hanoi, promotions were historically based on seniority, often sidelining dynamic young talent. By revising criteria to include performance reviews and team recommendations, the company transformed its internal culture and boosted productivity.
II – Establishing clear and fair criteria
To inspire trust and motivation, promotions must follow transparent and measurable standards.
- Individual performance: Incorporate regular evaluations based on specific objectives.
- Collective contribution: Measure team impact.
- Alignment with company values: Reward those embodying the organization’s vision and principles.
Case Study: A Tech Firm in Estonia
BalticCode, an Estonian start-up, implemented a 360° evaluation system involving peers, managers, and clients. This reduced favoritism complaints and recognized deserving contributors.
III – The impact of promotions on organizational dynamics
Well-executed promotions can act as catalysts for organizational transformation.
Anecdote: A Bank in South Africa
In a Johannesburg-based bank, appointing a young manager from an internal mentorship program sent a strong message of inclusion and meritocracy. The result: a 15% spike in engagement among younger employees.
IV – Anticipating bottlenecks in hierarchical chains
Rigid mechanisms can create organizational “traffic jams.”
Study: The Public Sector in Malaysia
Facing hierarchical bottlenecks, the Malaysian government introduced horizontal promotions, allowing employees to diversify skills and access expert roles without moving into higher salary grades.
Conclusion: Toward a strategic approach to promotion
For promotion to be a true transformational lever, it must go beyond mere rewards. It should align employee goals with organizational objectives, fostering engagement and equity while driving strategic growth.
