Some think that only those people who have worked for a company for more years should be promoted to a higher position. Do you agree?

It is an undeniable fact that any

organisation

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's true worth is known by the value of its human capital asset. A popular belief among a faction of the workforce is that the term spent by an employee with the

organisation

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is the critical determinant of their career

growth

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.

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, there is another set of people who oppose the idea of tenure being the deterministic factor. In my opinion, meritocracy alone should be rewarded with promotion, irrespective of the length of association with the

company

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. In most cases, a

company

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's

growth

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is the apparent outcome of whether employees come to work to do a nine-to-five job or are enthusiastic about going the extra mile and contributing to the

company

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's success.

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,

this

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difference in a worker's attitude makes a remarkable impact on the long-term

growth

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of a

company

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.

In particular

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, the predominant reason that differentiates a

company

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from its peers is that it often has proactive employees who take initiatives to deal with new challenges facing the industry. To illustrate

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, a recent survey of over 100 organisations in the same field, revealed that companies that recognised and rewarded talented employees had an 80% higher probability of increased annual

growth

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. As can be expected, ample opportunities are available for skilled employees in today's competitive job market. Not only is it challenging to find the right talent, but

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great effort goes in retaining top-performing employees.

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, a

company

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that sets a precedent of rewarding only long-tenured employees will have many diligent workers leaving the

organisation

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. For

this

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reason, a highly talented employee who is passed over for promotion for some long-tenured colleague will be highly de-motivated. She will have no qualms looking for better opportunities and moving to a

company

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that will merit hard work and efforts. In effect,

this

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will leave the

organisation

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with employees working at minimal levels of productivity, thereby bringing down the output level. In conclusion, companies should revisit their appraisal policy and not promote people solely on their tenure. Overall, I would strongly affirm that organisations should recognise and reward talented employees with commensurate remuneration based on their efforts and contribution to the workplace.