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How the Peter principle work
People will advance in their careers because they have high skills in a specific task. But when they are promoted, these skills are often irrelevant to the new job.
For example, a sales rep may be able to sell well, but when they are promoted to sales manager and don't receive training, they may not have the necessary skills to manage other people and might even be despised by their team. As a result, they may work harder to compensate for their lack of skills.
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The Peter principle research
Lawrence Peter and Raymond Hull first introduced the Peter Principle in 1969. Since then, it has been often discussed in the area of leadership.
In 2018, researchers analyzed sales workers' performance and promotion practices and found that high-performing sales reps were more likel...
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The Peter Principle
People who are successful in big hierarchical organizations are promoted again and again until they reach a level of incompetence.
Then they never get promoted again and are stuck there for life.
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The Peter Principle
It refers to an observation wherein people who perform well in their job gets promoted until eventually, they will reach a stage where they are incompetent for that job.
The Evidence for the Peter Principle
A study looked at promotions and performance of some 40,000 sales workers across 131 firms.
It showed that the best salespeople as measured by sales revenue are more likely to be promoted (top figure) but their value added as managers actually declines in their sales revenues (bottom...
The Peter Principle
Also known as The Peter principle of Incompetence, it claims that people who do their job well are promoted to positions of greater responsibility, and so on, until they reach a position in which they are incompetent, so they remain stuck in that position.
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