Should I promote you?
Nowadays, the big companies try to create organizational structure based on talent, so it’s critical for them to have a clear idea about the capabilities of the people.
Sometimes, you can lose a good engineer and get a bad manager due to a poor interpersonal skills, that’s why Peter Principle try to address.
According to Peter Principle, the selection of a candidate for a position is based on the candidate's performance in their current role, employees only stop being promoted once they can no longer perform effectively, and "managers rise to the level of their incompetence."
The Level of Incompetence referred to a role in which employees are not competent, thus reaching their career's ceiling in an organization.
Peter suggests that "in time, every post tends to be occupied by an employee who is incompetent to carry out its duties" and that "work is accomplished by those employees who have not yet reached their level of incompetence."
There are methods that can be used by the Organization to mitigate the risk associated with the Peter Principle:
Provide in-service training for the desired roles for those being considered for promotion.
Provide a parallel career path for good technical staff, possibly with the offer of additional pay, perks or recognition without requiring promotion to management.
Refrain from promoting workers based on their current performance without proof of their abilities to succeed in the desired role.
In conclusion, the Organizations should take into account the level of incompetence of their employees before a promotion, in order to avoid a bad choice of people for desired roles.