{"id":7321,"date":"2018-01-05T00:00:00","date_gmt":"2018-01-05T06:00:00","guid":{"rendered":"https:\/\/johnstongroup.ca\/the-advisor-journal\/business\/how-you-promote-people-can-make-or-break-company-culture\/"},"modified":"2018-01-05T00:00:00","modified_gmt":"2018-01-05T06:00:00","slug":"how-you-promote-people-can-make-or-break-company-culture","status":"publish","type":"post","link":"https:\/\/johnstongroup.ca\/the-advisor-journal\/hr\/how-you-promote-people-can-make-or-break-company-culture\/","title":{"rendered":"How You Promote People Can Make or Break Company Culture"},"content":{"rendered":"<p>Promotions within the company can be tricky. You want to promote your best people, but you don&#8217;t want to upset the company culture. \u00a0If the process seems unfair, or as though there&#8217;s already a preferred candidate for the job before you post the position, your employees could be resentful.<\/p>\n<blockquote class=\"embedly-card\" data-card-controls=\"0\" data-card-align=\"center\" data-card-theme=\"light\">\n<h4><a href=\"https:\/\/hbr.org\/2018\/01\/how-you-promote-people-can-make-or-break-company-culture\">How You Promote People Can Make or Break Company Culture<\/a><\/h4>\n<p>Executive Summary A survey of over 400,000 U.S. workers found that when people believe promotions are managed effectively, they&#8217;re more than twice as likely to give extra effort at work and to plan a long-term future with their company. They are also five times as likely to believe leaders act with integrity.<\/p>\n<\/blockquote>\n<p><script async src=\"\/\/cdn.embedly.com\/widgets\/platform.js\" charset=\"UTF-8\"><\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Promotions within the company can be tricky. You want to promote your best people, but you don&#8217;t want to upset the company culture. \u00a0If the process seems unfair, or as though there&#8217;s already a preferred candidate for the job before you post the position, your employees could be resentful.<\/p>\n","protected":false},"author":4,"featured_media":7322,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"fifu_image_url":"https:\/\/hbr.org\/resources\/images\/article_assets\/2017\/12\/dec17-25-michael-frattaroli-236683.jpg","fifu_image_alt":"","footnotes":""},"categories":[52],"tags":[226,270,45],"class_list":{"0":"post-7321","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-hr","8":"tag-culture","9":"tag-hiring","10":"tag-leadership"},"_links":{"self":[{"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/posts\/7321","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/comments?post=7321"}],"version-history":[{"count":0,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/posts\/7321\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/media\/7322"}],"wp:attachment":[{"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/media?parent=7321"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/categories?post=7321"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/johnstongroup.ca\/the-advisor-journal\/wp-json\/wp\/v2\/tags?post=7321"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}