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Livres numériques Summary of Donald Asher's Who Gets Promoted, Who Doesn't, and Why, Second Edition
Livres numériques Summary of Donald Asher's Who Gets Promoted, Who Doesn't, and Why, Second Edition
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Summary of Donald Asher's Who Gets Promoted, Who Doesn't, and Why, Second Edition
Everest Media
Disponibilité:
Ebook en format EPUB. Disponible pour téléchargement immédiat après la commande.
Ebook en format EPUB. Disponible pour téléchargement immédiat après la commande.
Éditeur:
Everest Media LLC
Everest Media LLC
Protection:
Filigrane
Filigrane
Année de parution:
2022
2022
ISBN-13:
9781669398400
Description:
Please note: This is a companion version & not the original book.
Sample Book Insights:
#1 The fact that you have been working hard and still haven’t been promoted is a clear indication that the company doesn’t care about your past performance, but rather what you can do for them in the future.
#2 There are many reasons you might be more valuable where you are than in a new position. For example, you may be in the middle of a critical, high-value project, and your removal might be too disruptive.
#3 The cost of the disruption of your leaving a current assignment is harder to estimate and often much greater than the cost of outside recruitment. The loss of productivity when a strong performer is taken from a unit can have a significant impact on that unit's bottom line.
#4 To be promoted, you must provide more benefits and fewer costs and risks than the other choices your manager has. You must pass all three of these vector tests to be promoted. If the risk is too great, all the benefits in the world will be passed over in favor of a less risky alternative.
Sample Book Insights:
#1 The fact that you have been working hard and still haven’t been promoted is a clear indication that the company doesn’t care about your past performance, but rather what you can do for them in the future.
#2 There are many reasons you might be more valuable where you are than in a new position. For example, you may be in the middle of a critical, high-value project, and your removal might be too disruptive.
#3 The cost of the disruption of your leaving a current assignment is harder to estimate and often much greater than the cost of outside recruitment. The loss of productivity when a strong performer is taken from a unit can have a significant impact on that unit's bottom line.
#4 To be promoted, you must provide more benefits and fewer costs and risks than the other choices your manager has. You must pass all three of these vector tests to be promoted. If the risk is too great, all the benefits in the world will be passed over in favor of a less risky alternative.
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