The Biases That Might Be Limiting Your Company’s Growth

While it’s good to have biases or preference—meaning you have the capacity to decide on things that are good for you—they might not be as constructive when it comes to the workplace. Some may even be detrimental for the company.

This is especially true in the case of promotion. Because of office politics, it often happens that the undeserving, the sycophants, are the ones who end up getting promoted.

Are you one of those managers who are likely to be tempted into promoting such individuals, even if they aren’t capable? Here are some biases that might be clouding your judgment and making you miss out on more deserving employees:

They are too young. Some may think that young employees are not yet cut out for promotion because they “lack the experience,” but what exactly is that “experience” they do not have? Is it the understanding of the business? Is it educational attainment? Or is it just about how long they have been in the company? Today, some of the members of the younger generation are actually stepping up their game in every industry imaginable. Age should not be the main determining factor when deciding whether or not to promote an employee. Focus on the skill, integrity, creativity and loyalty they bring to the company. Besides, you will always need fresh ideas if you want your business to thrive.

They are too old. Conversely, some might be thinking that promoting older people is a bad idea because they would be difficult to work with. This is a waste of knowledge, because people who have been in the company since time immemorial are the ones who have witnessed for themselves every possible pitfall the company has had before. Maybe they would not qualify as managers who are required to be in the office everyday, but maybe they would do well as company advisers where they can use their knowledge of the company effectively. If you know that age is not essential for a position, why not give them a chance? The company will benefit with the advice of the experienced and wise.

They are not good-looking. Maybe he/she “doesn’t look the part.” I am not saying you consider slobs. Remember that how people look does not equate to their work performance. Some people may not be that good-looking but will outperform their colleagues in sales.

They went to the “wrong school”. Some may not believe that this bias still exists, but it does. Do not get me wrong—loyalty to your school is a good thing because you remain faithful and inspired by the educational institution that nurtured you. But to base promotions on the school your employee is from is just plain unreasonable. You might be a student from one of the top universities in the country, but that does not mean that everyone else is not as good as you are. In fact, when working hard is the only basis for promotion, a lot of people from other schools may be far better than you.

*Originally published by the Manila Bulletin. C-4, Sunday, November 30, 2014. Written by Ruben Anlacan, Jr. (President, BusinessCoach, Inc.) All rights reserved. May not be reproduced or copied without express written permission of the copyright holders.