当上领导后，选人用人常犯的5个错误

Group 1 - The core principle of hiring should be "doubt those who are hired, and be cautious with those who are used" [3][6] - Companies often make the mistake of "expanding the use of underqualified individuals," which can lead to significant issues if they are placed in high-stakes positions [7][8] - There is a tendency to "squeeze the value out of long-term employees" without investing in their development, leading to a toxic culture and high turnover [9][12] Group 2 - Many managers exhibit "fear of using others," often due to a lack of trust or previous negative experiences with employees, which can hinder team performance [13][14] - The "Rosenthal effect" suggests that managers' expectations can significantly influence employee performance, highlighting the importance of maintaining a positive outlook on team members [15][16] - It is crucial for managers to recognize that individuals can change and should be viewed through a developmental lens [18][19] Group 3 - Companies often overlook the "gaps in leadership skills" when promoting employees, which can lead to unprepared individuals in management roles [20][24] - There are three types of gaps: capability, personality, and foundational values, which must be addressed through training and support [22][26][28] - The focus should be on leveraging employees' strengths rather than trying to change their weaknesses, as this is more efficient and effective [29][30][31] Group 4 - The overall message emphasizes the importance of making the right hiring decisions, as having the right people in place is critical for organizational success [33]