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I've been around long enough to see this change become significant. Sure, we've always had those promoted who don't shouldn't be, but it's way more than in the past. And I don't buy the "management knows more than you do" line. Been around too long, seen too much, been in too many meetings where hiring decisions were made.
Way back when I started, many/most of my supervisors knew the job because they had done the job before promotion. Now most of the managers have never done the job and have no clue what the job entails. So they promote the person who can BS them better because they believe the BS. Example, one day another engineer and I were trying, unsuccessfully, to explain something to the clueless manager. In walks X so the manager asks him. X delivers a string of lying BS. Manager nods his head and says "see that's the way to answer a question" and leaves. X then turns to us and asks "Quick, what's the correct answer in case he ever asks me again?"
2 people applying for the same job in a different Dept.
One never late or called in in 2 years. Is helping the supervisor on things, is more advanced in what she has learned and work on things the other employee can't.
The other one has called in many many times (sometime 4 days in a row) and late as well. Doesn't catch on as quickly and doesnr have the same common sense either. Yet she got the job against the better employee? I don't get it. I'll bring up age here because that can be a factor.....she is 50. Neither have degrees so that isn't a factor. They have to ask the former supervisor, you would think they would recommend the one with the better work ethic who understands the system better. Unless she doesn't want to lose that person. The only thing is that the one who got the job is more outgoing....but this isn't a sales job.
Is tenure involved? Sometimes they want someone who has been with the company a longer time. Two years isn't that long, if many of the others have been there more than five.
Age: Age is sometimes considered a factor in decision making and interpersonal skills. One (hopefully) learns a thing or two, as time goes by, in dealing with others and in decision making. Sometimes companies like to see both a length of time with the company (staying power), as well as a little more experience than the younger ones would have.
Having said that, I've seen schmoozers like you describe get ahead. It's who you know and who likes you. Don't underestimate the likability factor. I've read a study or two that when people like you, they OVERestimate your skills and talents, and when they don't like you, they regard your skills as lower quality.
Then there's the "workhorse" phenomenon. I've seen certain employees who are key in producing and keeping the company functioning at optimum levels, but they are regarded as workhorses. They are seen as the drudge in the corner you give the hard work to, but who will never be promoted or given big raises. They're workhorses. They are respected, but maybe not as well liked or don't schmooze as well. They are protected in a layoff, probably, because most recognize they are needed. But it's the schmoozer who gets the bigger raises and the promotions.
Maybe you can chalk it up to people skills. People skills ARE important, but that doesn't compensate for coming in late or not being able to do the work as well as someone else.
If you are with a company that rewards lower skilled schmoozers, while working other more competent employees to death, you may want to get your ducks in a row to find a better company. Such a thing as this has been endemic to a company and coming from an attitude of the top guys, and not likely to change.
Promoting a 50 year old over a younger employee isn't that common, in my experience, because of age discrimination. So it's possible the company has concerns about claims of age discrimination, if the one in line to get the job is passed over for a young employee. Or, if they don't care about her age, that speaks well of the company.
As for her coming in late, you've been there only two years. Is it possible she's been there 10 years, with a history of being on time, except for lately due to some personal problems or family health issues?
I've been around long enough to see this change become significant. Sure, we've always had those promoted who don't shouldn't be, but it's way more than in the past. And I don't buy the "management knows more than you do" line. Been around too long, seen too much, been in too many meetings where hiring decisions were made.
Way back when I started, many/most of my supervisors knew the job because they had done the job before promotion. Now most of the managers have never done the job and have no clue what the job entails. So they promote the person who can BS them better because they believe the BS. Example, one day another engineer and I were trying, unsuccessfully, to explain something to the clueless manager. In walks X so the manager asks him. X delivers a string of lying BS. Manager nods his head and says "see that's the way to answer a question" and leaves. X then turns to us and asks "Quick, what's the correct answer in case he ever asks me again?"
I don't know how you can run an operation if you have no clue of the operation under you and how to trouble shoot and fix issues
I don't see why calling in sick = a bad work ethic. People get sick. Some people's colds or flu lasts a week. There's nothing wrong with that. They shouldn't be penalized for using their sick leave. Some people have bad backs or other problems that flare up occasionally. It's not a moral failing.
Did you miss the part where the OP said it was many, many times? Not just being out with the flu for the week.
There are people who abuse sick time. I worked with a very nice woman and she would call in sick once a month, every time she accrued a sick day, she used it. You're not sick one day once a month.
Well there were layoffs and she was let go. She was well liked, but her constant absences made it harder on others.
The best candidate don't always get the job. Take for instance, the example where a former head of Apple engineering went to apply for a job at Apple store and was turned down.
In my experience, the person with limited experience and less challenge to the hiring manager usually gets the job.
I've had managers that won't hire anyone that would pose a challenge to him and they always needed help.
If he had been the former head of Apple sales instead of engineering, it may have made a difference. The head of sales would be far more qualified than the guy with no sales experience and an engineering career.
While I make a nice living by writing code, it does not make me better qualified for a job at the Apple Store. I have a hard time approaching strangers and trying to sell. It just makes me nervous as hell.
There's always questions about why somebody would take a $100k paycut to work in retail.
2 people applying for the same job in a different Dept.
One never late or called in in 2 years. Is helping the supervisor on things, is more advanced in what she has learned and work on things the other employee can't.
The other one has called in many many times (sometime 4 days in a row) and late as well. Doesn't catch on as quickly and doesnr have the same common sense either. Yet she got the job against the better employee? I don't get it. I'll bring up age here because that can be a factor.....she is 50. Neither have degrees so that isn't a factor. They have to ask the former supervisor, you would think they would recommend the one with the better work ethic who understands the system better. Unless she doesn't want to lose that person. The only thing is that the one who got the job is more outgoing....but this isn't a sales job.
Could be people skills. Maybe the punctual one is on point with tasks, but poor with people, and doesn't even know it. That late one may be a great leader who has some personal issues making her late that have allowed management to overlook it, but that she may not have shared with her peers.
I don't understand how bad attendance wouldn't be an issue. How can you be counting on then?
Maybe arrangements were made for it, and just not publicly announced. I have a guy that works for me that is always punctual and enthusiastic, but I can't stand him. Another is always late because his wife works and he has trouble with his kids in the morning. He's talked to me about it, and I'm flexible because it doesn't prevent his work from getting done. I'd promote the late guy over the punctual guy 100x over.
Just because someone is always there all day, and is never late or takes a day off, is not enough to get them promotions.
That does not say anything about if they would be a good manager/supervisor, even able to handle the new job and responsibility.
When you read the OPs posts, it sounds like they are never late to work, or take a day off for anything, and is angry because they tried for the promotion, and the other party was given the promotion. The OP sounds like they want sympathy for not getting the promotion.
Just because someone is always there all day, and is never late or takes a day off, is not enough to get them promotions.
That does not say anything about if they would be a good manager/supervisor, even able to handle the new job and responsibility.
When you read the OPs posts, it sounds like they are never late to work, or take a day off for anything, and is angry because they tried for the promotion, and the other party was given the promotion. The OP sounds like they want sympathy for not getting the promotion.
OP never said they were in the running for the job. OP was referring to two other people at his/her workplace. Next time, read more carefully.
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