Identifying Employees Worth Promoting and Those Who Should Be Let Go

The author, Mr. K, shares a real‑world scenario where a leadership vacancy opened up and two candidates, Xiao L and Xiao Z, were considered. Although Xiao L has more seniority and technical breadth, his passive attitude and lack of drive make him less suitable for a supervisory role.

In contrast, Xiao Z, despite less experience, demonstrates strong initiative, eagerness to learn, quick responsiveness, and reliable delivery, leading the author to ultimately select him as the manager, emphasizing that promotion decisions should consider more than just ability.

The piece then outlines four key qualities of employees worth promoting:

Ambition and resilience under pressure – a genuine desire to advance and the capacity to handle stress are essential, as management skills are developed on the job rather than innate.

Strong comprehension and efficient communication – the ability to understand leadership intent quickly and respond effectively, illustrated by an anecdote about an administrative manager’s communication style.

Willingness to take responsibility and align with leadership – taking ownership, proactively claiming tasks, and resonating with leaders’ goals are critical for trustworthy management.

Team and big‑picture awareness – successful managers must prioritize collective success over personal gain and maintain a collaborative mindset.

Conversely, the article identifies three detrimental employee types that should be removed:

“Sorrowful” employees – disengaged, negative, lacking responsibility and team spirit.

“Rat‑dropping” employees – low performers who also drag others down with pessimistic attitudes.

“Non‑sticking‑pan” employees – individuals who avoid responsibility, constantly shift blame, and undermine fairness.

Finally, the author proposes three principles for cultivating excellent staff: selection that emphasizes character over pure skill, development through tailored training and mentorship, and retention via fair performance competition and clear career pathways, quoting Ren Zhengfei on the importance of talent management.