Is it difficult to get promoted in a bank?

The difficulty of "promotion" depends on the gap between the ceiling you can reach and the ceiling you hope to achieve.

If you want to be promoted in the banking system, there are three things to say:

You can do it; someone says you can do it; and those who say you can do it can do it.

I agree, because from being a temporary worker in the credit card department to the president of a second-level branch in more than five years, I did not rely on background but relied on my own efforts, and it is rare and educational.

The reasons for opposing views have been stated enough.

Let me say two more things:

1. Fresh graduates from the five major provincial branches go to the second-level sub-branch outlets for training. They are nominally tellers, but in fact they are deputy presidents of the second-level sub-branches. , what others have achieved after six years of hard work is half completed when they first enter the industry.

2. Based on his resume of the past six years, two consecutive years of economic downturn were enough to eliminate him from the position of second-level branch president and permanently withdraw from the junior management sequence.

The concept of "promotion" is too broad. The so-called "temporary worker in the credit card department" - "secondary branch president" is a promotion. As the anonymous person said, "joined the provincial branch" - " "Provincial branch to the next level" is also a promotion, and another example is the three steps of branch branch - provincial branch - head office.

Level one level.

The starting point determines the ceiling. For fresh graduates recruited from school, the headquarters is better than the branches, the public is better than the private, and the marketing is better than the backend.

Unless the tellers in the second-level branches are extremely talented, there is no future to speak of. Coming out to be a marketer is the way out for most people. Among them, there are very few people who have a bad background and are willing to work hard. The marketing position reaches the position of second-level branch president. The ceiling visible to the naked eye is the line supervisor of the first-level branch. Otherwise, being transferred to a provincial branch as a remote authorization or business manager is an excellent ceiling. Remote authorization or business manager are two positions that employees from provincial branches avoid.

Most of the second-level branch presidents come from the corporate or personal financial departments of the first-level branch headquarters. Among them, very few people who are conscientious and good at human relations can become the deputy president of a first-level branch.

Most first-level branch vice presidents come from branch lines. The deputy president of a first-level branch is at the deputy division level and is considered a middle-level manager.

From the first-level branch vice president to the next, age will depend on the position. The future of a young vice president of a first-level branch is unlimited. It is a better way out to become the boss of a branch department or to become the president of a joint-stock first-level branch.

Then the question is: How to become the vice president of a first-level branch at a young age?

Let’s say it again: you can do it; some people say you can do it; those who say you can do it, can do it.

There are many ways to achieve this standard, but "having the ability, willingness, and background." is undoubtedly the most open and common way.

There are always exceptions. The outbreak of major risks will definitely cause personnel changes and create job vacancies. But for the sake of your own promotion, you cannot pray for violations in your department every day.

I am also the boss of the department. With ACCA CFA, I give people the impression of "so awesome"; with my background, I give people the impression of "oh". The taste, savor it carefully.

The starting point affects the difficulty of future promotion, and the background affects the starting point for graduates to enter the job. Therefore, with the same ability and efforts, it is easier for people with good backgrounds to be promoted.

In terms of the ability of fresh graduates, there is not much difference in ability between new employees who join the teller position at grass-roots branches and new employees in the middle and back offices of provincial branches, but their starting points are different. Two years of experience as a teller at the grass-roots level will make a huge difference. It consumes people's experience and desire to learn, and at the same time greatly narrows people's horizons. Therefore, the capability gap between new employees at the grass-roots level and new employees at the provincial level will increase irreversibly as time goes by.

For example, tellers do not take lunch breaks, which deprives employees of the opportunity to study and recharge after get off work.

In addition, if you want to achieve an achievement of 120, you only need 80 of the effort at the provincial level, and 120 of the effort at the grassroots level (sometimes it depends on your teammates, Feng Shui, and the year).

Finally, I would like to provide the respondent’s suggestion: in a state-owned bank, strive to improve your starting point, quickly find out the ceiling you can reach after joining the job, and then ask yourself whether you can accept it.

1 Not satisfied and unable to reach the ceiling. Jump ship immediately

2 Not satisfied, but able to reach the ceiling. Work to the ceiling quickly and then change jobs

3 Satisfied, work to the ceiling quickly, and hold a junior management position for several years at the level before the ceiling level.