Aufstiegschancen: „Excel statt Exzellenz“: Drei Faktoren entscheiden, wer es in deutschen Firmen nach ganz oben schafft
Viele Unternehmen befördern stets die gleichen Menschentypen und lassen die Belegschaft frustriert zurück. Experten erklären die entscheidenden Mechanismen – und was sich ändern muss.
Düsseldorf – A growing number of discreet job searches conducted by senior executives suggest that boards and entrepreneurs doubt the competence of their top performers, leading them to seek replacements. Nicolas von Rosty, Head of Talent Acquisition at Heidrick & Struggles, Germany, notes that many managers are waiting for the right moment, even becoming shockingly immobile.
Executives and business leaders are hesitant to make drastic decisions amidst crises, trade disputes, and Artificial Intelligence (AI). They may lack the necessary experience or suitable personality to tackle challenges, and the wrong individuals in crucial roles can lead to disastrous consequences. Misplacements at key positions hinder organizations, reducing their agility due to the lack of bold strategic decisions and blocked changes.
Employee turnover increases, and talented individuals leave, causing a decline in productivity and innovation. Three factors play a significant role in determining who reaches the top in German companies.
Written by urgent.news from Handelsblatt's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
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