I have also seen the other side of the equation: if the company DOESN'T hire the internal candidate there's chance the internal candidate quits in anger, continues fishing around for the role they got rejected for in another company or 'quiet quits'.
It's that same 'trap' when you give a company 30 days notice you're quitting. They suddenly start treating you in bizarre, often evil, ways.
The rationale for the policy that I've seen is two-fold:
- there may be other internal candidates that are qualified or interested, and the job posting board is used to notify them - and if they find out there was an opportunity but they weren't notified they will raise a stink or quit; and
- the job board is not sophisticated enough to differentiate internal and external posted roles
The deeper system is that there is a hierarchy and competition for roles - which needs to be examined and changed to create better engagement and economic participation (eg profit sharing).
I believe leadership needs to undertake Point #13, as well: Institute a vigorous program of education and self-improvement that gives employees clear paths to up-skill into required roles -- almost like a skills decision tree that you see in some games where higher tiers are "unlocked" as competencies are acquired.
I wish you and Dr Deming's view was shared by the organization's I've worked for.
Most have been, "I'm their boss, I'm not invested in their development or promotion, and looking out for my own survival first and foremost". Leaders look at what Deming suggests as wishful thinking or socialism, especially when layoffs are always handily right around the corner.
I've run into that misconception many times, too. I have .some. empathy, as I know they're trapped in the same system that measures them on things that they can't control. I have had some coachees who buck the trend try to show genuine care and concern, too. Without change at the top, though, it's always done in a covert way...
I have also seen the other side of the equation: if the company DOESN'T hire the internal candidate there's chance the internal candidate quits in anger, continues fishing around for the role they got rejected for in another company or 'quiet quits'.
It's that same 'trap' when you give a company 30 days notice you're quitting. They suddenly start treating you in bizarre, often evil, ways.
Good one... that's definitely a loss all 'round...
Yes, somehow the company has put themselves into a lose-lose situation. Hard to believe except it's in every company in America today.
The rationale for the policy that I've seen is two-fold:
- there may be other internal candidates that are qualified or interested, and the job posting board is used to notify them - and if they find out there was an opportunity but they weren't notified they will raise a stink or quit; and
- the job board is not sophisticated enough to differentiate internal and external posted roles
The deeper system is that there is a hierarchy and competition for roles - which needs to be examined and changed to create better engagement and economic participation (eg profit sharing).
I believe leadership needs to undertake Point #13, as well: Institute a vigorous program of education and self-improvement that gives employees clear paths to up-skill into required roles -- almost like a skills decision tree that you see in some games where higher tiers are "unlocked" as competencies are acquired.
I wish you and Dr Deming's view was shared by the organization's I've worked for.
Most have been, "I'm their boss, I'm not invested in their development or promotion, and looking out for my own survival first and foremost". Leaders look at what Deming suggests as wishful thinking or socialism, especially when layoffs are always handily right around the corner.
I've run into that misconception many times, too. I have .some. empathy, as I know they're trapped in the same system that measures them on things that they can't control. I have had some coachees who buck the trend try to show genuine care and concern, too. Without change at the top, though, it's always done in a covert way...
I've known some good ones too Chris. I hope some of my former teams feel that way about me.