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Sharing this post We must invest in the future generation -comment below how you are investing in the generation that’s coming behind you? #millenials #humanresources #generationx #genz #babyboomers #share

🌞 Greetings to everyone EXCEPT: Employers who force you to apply for the 'OPPORTUNITY' to do the job you are already doing, instead of just PROMOTING you. #CareerGrowth #EmployeeRecognition #WorkplaceCulture #Leadership #JobHunt #JobSearch #JobSeeker #WorkLife #ToxicWorkEnvironment #CorporateCulture #SpreadPositivity

I’ve never shared this before: I once left a great job after a manager’s friend was promoted. ↳ I had a good salary. ↳ I loved my work and team. ↳ And I didn’t have another job offer. But I left. Favoritism and promoting the wrong people can make others feel: ⇢ Ignored, ⇢ Undervalued, ⇢ Unimportant in the eyes of leadership. Remember: The moment you promote the wrong people, you start losing the best people. Leadership isn’t just about filling roles. It’s about recognizing the right talent. The cost of losing great employees is far greater than the effort it takes to recognize their worth. Agree? ♻️ If this resonates with you, share this post. ☝️ And follow me, Victoria Repa, for more.

I completely resonate with this sentiment, especially as a forever educator, where the stakes are even higher, as it’s not just about the individual but about the students who are directly impacted. When the wrong people are elevated (and the right ones overlooked) it has a ripple effect. It sends a message to dedicated staff that their efforts are invisible, undervalued, and insignificant. This type of environment doesn’t just erode morale; it affects the students & community who depend on us to ‘consistently’ bring our best selves to the classroom. When educators feel unsupported and unappreciated, it inevitably impacts the quality of education that the students receive. I agree, leadership isn’t just about filling positions, even more so in the educational system; it’s about nurturing the right people who are committed to fostering a positive and effective learning environment. The true cost of losing dedicated educators isn’t just felt in the loss of talent, but in the missed opportunity to impact students’ lives in the way we know we can. I hope that this experience and post leads to greater mindfulness and wisdom in future leadership decisions. After all, recognizing the right talent and fostering a supportive environment isn't just beneficial for staff, it’s essential for the success of the students who rely on us. “forever educator”

Promoting the wrong people can have serious consequences in a workplace. When favoritism leads to undeserving promotions, it sends a discouraging message to hardworking, talented employees. They may feel their efforts go unnoticed and that their skills aren't valued by leadership. Your personal experience illustrates this point well. Despite having a good salary and enjoying your work and colleagues, you chose to leave a great job after seeing an unmerited promotion. This shows how damaging favoritism can be to employee morale and retention. The key takeaway for leaders is that promotion decisions have far-reaching impacts. Recognizing and rewarding the right talent is crucial. The costs of losing top performers often outweigh any short-term benefits of promoting based on personal relationships. Effective leadership involves more than just filling positions. It requires carefully evaluating skills, contributions, and potential to ensure the right people advance. This approach helps maintain a motivated workforce where talent feels appreciated. Do you think organizations often underestimate how promotion decisions affect their broader team dynamics and retention of top talent?

Promoting the right people is crucial for maintaining team morale and effectiveness. When the wrong individuals are advanced, it can lead to disengagement and turnover among top performers. Leadership truly is about recognizing the right talent. You can teach anyone skills, but not everyone has the ability to effectively apply those skills as a leader.

Victoria's story highlights a critical point that many organisations overlook: the cost of favouritism and poor promotion decisions extends far beyond the immediate impact on the individual passed over. It creates a ripple effect, eroding morale, breeding resentment, and ultimately leading to the departure of valuable employees. The key takeaways here are: Fairness and transparency are crucial: Employees need to feel that their hard work and contributions are recognised and valued. When promotions are based on merit rather than personal connections, it fosters a sense of trust and motivation within the team. The true cost of losing top talent: Replacing experienced and skilled employees is expensive and time-consuming. Beyond the financial cost of recruitment and training, there's the loss of institutional knowledge, productivity, and team cohesion. Leadership is about more than filling positions: Effective leaders understand the importance of cultivating a positive and empowering work environment. They prioritise recognising and rewarding the right people, which in turn encourages loyalty and engagement. Thank you for sharing your story Victoria.  It serves as a powerful reminder that the decisions leaders make have a profound impact on the overall health and success of their organisations.

Completely agree Victoria, there is nothing more demoralising than working for an organisation that has no or very little integrity in its promotion process. It undermines the whole culture and ultimately you end up with mediocre “YES” personnel who are not encouraged to have a questionning attitude and to do the right thing when nobody is watching. Managing upwards is a skill but if the people above you are not there on merit and devoid of any originality of thought or credible experience it very quickly becomes evident to those who are unable to progress due to internal nepotism…and they simply leave.

Morale is so so so important. It is one of the ways you retain talent.

Let the words of those with which you work most closely resonate deeper and louder than the lack of recognition you receive from higher ups. Management’s failure to see your talent, value and leadership does not redefine your character nor your worth. Choose to align yourself with leaders who are excited to be around the energy you bring and will return that energy back to you. Know when to walk away. Know when to RUN 🏃♀️