Advisor I Mentor

Sparring partner

Piotr

Kania

Promises vs. Reality

How many times have you heard in your company: "First, we look for candidates within the organization," "We prioritize developing our people," "We always give a chance to those already here"?

It sounds great. It creates a strong sense that working for the company is not just about the contract and responsibilities, but also about potential. If you work hard, you have a chance for more.

Then reality hits...

Your boss leaves. You think to yourself, "This is my moment, this is my time. I’ve been working here for years, I know the business inside out, I have ideas, I know what can be improved." And suddenly, you blink in disbelief as you see the job opening—your company is looking for someone for that position... from outside the organization. No one talks to you, no one even asked if you were interested. How is that possible? After all, they’ve always said they give a chance to their own people!

What Went Wrong?

This is the moment when you feel shock, disbelief, and later frustration. It’s not just about the promotion, but the message your company is sending to its employees. To you, it's obvious—the organization is not keeping its promises, and all the declarations about "prioritizing people" turned out to be empty words.

However, before making any final conclusions, it's worth looking at the situation from a broader perspective. The matter may not be as simple as it seems. While internal promotions have many advantages, such as greater loyalty, shorter onboarding periods, and lower recruitment costs, it’s not always the best decision for the organization. Companies have to take into account many factors that influence the choice of the new leader.

While internal promotions have many advantages, such as greater loyalty, shorter onboarding periods, and lower recruitment costs, it’s not always the best decision for the organization.

Why It’s Worth Focusing on Internal Candidates?

Internal recruitment has undeniable benefits. Above all, employees already working in the organization know its culture, processes, and people. This enables them to adapt more quickly to a new role and perform more effectively from day one.

Promoting from within also sends a strong message to the team that it’s worth developing, engaging, and building a future within the company. It boosts loyalty, reduces turnover, and raises employee morale.

Additionally, internal recruitment is often cheaper and less risky. A newly promoted leader is already familiar to the organization, so it’s easier to predict their success in the new role. On the other hand, someone from the market may be a great specialist, but might not fit in with the team or may not share the company’s values.

Despite these undeniable advantages, organizations can’t always afford internal promotions.

When Do Companies Opt for External Recruitment?

One key reason for hiring from outside is the need for change. If an organization is going through a crisis, needs a new direction, a fresh perspective, or a cultural transformation, an internal candidate might be too closely tied to the current way of doing things. In such cases, companies more often turn to external managers who can bring new ideas and valuable experience.

Another important factor is the lack of required competencies in internal candidates. It may happen that the position requires skills that no one in the organization has developed yet—such as experience in strategic management, leading difficult changes, or building new business structures. In such situations, hiring experts from outside the company is often the natural choice.

Sometimes, a company also wants to avoid the "closed bubble" effect and intentionally chooses someone from outside to bring in new ways of thinking and inject "fresh blood." Organizations looking to grow dynamically or change their market approach often believe that hiring someone from outside their environment will help break the routine and add freshness to management.

We must also consider the pressure for results. In industries where competition is fierce, companies cannot afford to experiment—they need someone who has already achieved success in a similar position. In such cases, hiring someone from the market is less risky than entrusting a key role to someone who needs to learn a new function.

This all means that the decision of whether to focus on internal or external recruitment is never obvious. Both options have their pros and cons, and the final choice depends on the organization’s situation and priorities.

“Pole Position” – When You Have the Advantage as an Internal Candidate

So when does the departure of your boss really represent an opportunity for you, and you can expect that a promotion is within reach?

Working for a company that prioritizes developing its people certainly gives you an advantage. But simply "being in place" is not enough; it’s about how much value decision-makers see in you. An internal candidate has a real chance of promotion if they not only meet the requirements but also stand out in a few key areas.

Your chances of being positively considered for the role will be much greater if:

✅ You’re already making decisions beyond your current role – If you regularly go beyond your duties, advise others, take initiative, and don’t wait for instructions, it’s a sign that you have leadership potential. Companies are more likely to promote individuals who already act "like managers" before officially taking on the role.

✅ You have an impact on how the company operates – and others see it – Have your ideas been implemented? Did you come up with a solution that improved team efficiency? If others are using your suggestions, and your superiors see that you can improve the company, your value as a candidate for promotion increases.

✅ You’ve been involved in challenging projects and succeeded – If you’ve been given tasks that required going beyond your usual competencies and managed to complete them, it’s a sign that the organization trusts you. This could be a key argument for entrusting you with greater responsibility.

✅ You understand the company and its decision-makers – It’s not just about how long you’ve been there, but about a true understanding of how the organization works. If you know who makes decisions, how hidden processes function, and can use this knowledge, you have an advantage over someone from outside that can’t be built in a few months.

✅ You have a reputation as someone who can manage people – even without formal experience – Do people come to you for advice? Is anyone in the team calling you a mentor? If you already have an impact on others, it’s a sign you have natural leadership skills—and organizations value individuals who can build a team around them.

✅ You have someone in the company actively supporting your promotion – It’s not about "connections," but real supporters. If your boss or someone in a high position says, "This is the person I trust and see in this role," your chances increase exponentially.

Recommendations work even in such cases. Companies often promote those who have influential recommendations behind them.

In an ideal scenario, your position within the company makes you the first choice. You can then compete not only on competencies but also based on the trust you’ve built over the years.

When Your Chances Decrease

Unfortunately, being an employee in the company doesn’t automatically guarantee a promotion. Even your outstanding activity, potential, or recommendations won’t automatically result in an advancement. There are situations where your internal position can work against you.

Your chances of promotion decrease if:

❌ You’re associated with problems the company wants to solve – If the organization wants to break away from old ways of doing things, and you’ve been part of them for years, you might not be seen as the right person to lead the change.

❌ You’re seen as a great specialist, but not a leader – Being an expert in your field doesn’t always mean the company sees you as someone who should manage people or strategic projects. If you’ve been seen as a "master in your field" but have never demonstrated leadership abilities, your chances for promotion may be slim.

❌ Your past results are insufficient – If you haven’t achieved successes that clearly show you can operate at a higher level, the company may not risk giving you greater responsibility.

❌ Your company is looking for someone with a "new perspective" – If the organization is going through a transformation, restructuring, or plans to enter new markets, they may want a leader who brings a fresh approach, not someone who has been in their structures for years.

❌ You have tense relationships with key decision-makers – Sometimes it’s not about competencies, but about internal politics. If you lack the support of key individuals, you could lose out to an external candidate, even if you are more qualified on paper.

❌ Your current role is too far from the new position – If you work in the operations department but are applying for a strategic role, the company may believe the gap is too large and decide to hire someone who has already worked in a similar role.

What Can You Do To Increase Your Chances?

If you notice that your chances for an internal promotion might be shrinking, don't give up – it's not the end of the road. Even if you're not meeting all the requirements right now, it doesn't mean you can't prepare for future opportunities. "Don't surrender," keep fighting!

Here are some steps you can take to increase your chances for a promotion:

1. Communicate Your Ambitions and ExpectationsIt may sound trivial, but many people lose their chance for promotion because… no one knows they want it. Don’t assume that your work "will speak for itself" and that someone will notice your efforts. If you're serious about growing, make it clear – to your supervisor, HR, and even other leaders in the company.Use 1:1 meetings, performance reviews, or informal opportunities to say things like, "I’d like to take on a managerial role in the future," "I’m ready for bigger challenges," or "I want to grow in direction X, what can I do to prepare?". Companies often look for internal candidates, but if they don't know you have aspirations, they might overlook you.

Companies often look for internal candidates, but if they don't know you have aspirations, they might overlook you.

• Take Care of Your VisibilityDo decision-makers know about your achievements? Or do you assume, "It's obvious"? If you don't make sure your successes are known, you might be overlooked.This doesn't mean you should boast at every opportunity, but it's important to strategically communicate your results – in team meetings, reports, and even direct conversations with key people. Highlight how your work contributed to the success of the company or team. If you're leading an important project – talk about it. If you’ve improved a process – show the outcomes.

• Develop the Competencies of a Future LeaderIf you don't have management experience yet, don't wait for someone to give it to you. Look for opportunities to develop these skills on a smaller scale – take responsibility for projects, mentor junior employees, get involved in initiatives that require coordinating a team.It’s not about the formal title, but about building evidence that you can lead and make decisions. If your track record includes projects where you managed processes or people, it will be easier for others to see you as a natural candidate for a promotion.

• Build Strategic RelationshipsPromotion is not just about competencies – it's also about who knows you and how they perceive you. Take care of relationships with key people in the company. Don’t limit yourself to your immediate team, get involved in cross-departmental initiatives, and participate in projects that will help you get to know decision-makers better.Your internal network can be crucial when it comes to choosing a new leader. If the people who make decisions don’t know you or have a wrong impression of you, you could lose out to a less qualified candidate who happens to be closer to the "decision-making center."

• Prepare for Plan B – External RecruitmentSometimes, despite all your efforts, the organization doesn't offer you a chance for growth. Maybe there’s no room for you, or the company’s structure makes internal promotions rare. In this situation, it's worth preparing to move toward the job market.Build your competencies and personal brand so that, if necessary, you’re an attractive candidate for other companies as well. This doesn't mean you have to quit your job right away, but knowing you have alternatives will give you more confidence and help you make more informed decisions about your career.

Transparency in processes and genuine support for people who want to grow can be key to team loyalty and the company's long-term success.

Summary

Decisions about promotions are never black and white. On one hand, companies emphasize the importance of promoting internal talent, but on the other, they have to make strategic decisions that don't always align with employees' expectations. Sometimes the internal candidate has the advantage, and other times the organization chooses someone from the outside who can bring fresh energy and experience.

What might seem unfair to you, as an employee, could be a necessity for the company. However, remember that regardless of the organization’s strategy, you have an impact on your chances. It’s crucial to clearly communicate your ambitions, take care of your visibility, and actively develop leadership competencies. Waiting for someone to notice you is a risky strategy because even the best skills may not be appreciated if not properly showcased.

This is also an important lesson for organizations. If a company claims to prioritize internal development but actually favors external candidates, it could lead to frustration and decreased engagement among employees. Transparency in processes and genuine support for people who want to grow can be key to team loyalty and the company's long-term success.

Ultimately, whether you wait for a promotion or seek new opportunities elsewhere is up to you. If you see that the organization isn’t giving you space to grow, it may be time to look for a place that will truly appreciate your potential.