Employee promotion is a sensitive issue for both employees as well as managers. However, the issue isn’t as black and white it appears.
It’s a great feeling to confidently give your employee an increase. Employees are rewarded for their hard work, and managers feel satisfied that they have been able to guide them into the next level.
It’s just not that simple. It’s not as simple as you might think.
What are the main reasons for promotion of an employee?
When evaluating the employee for promotion, it is important to assess their skill-set, their effectiveness in his or her current role, and their growth potential.
The criteria for determining employee promotions will depend on the circumstances at work and workplace. There is not a universal checklist or set rules for the promotion procedure. Dan Schawbel offers some excellent insight. When evaluating someone to be promoted, consider the following qualities:
1. Prioritizing and meeting deadlines are essential skills.
It is essential to be able get things done quickly. Employees who push their own boundaries and constantly check off their to-do lists are ready to take on additional tasks.
2. A positive attitude
If your employee has a negative outlook, you may want to reconsider a promotion. It’s not only about doing the job, but also inspiring those around. This is especially true when you move towards a leader. Managers are the ones who set the tone for their teams. A negative attitude can disengage them.
3. Work well as a team
It is also crucial to evaluate a candidate’s ability to work with a group when evaluating their promotion. Teamwork is essential to success at work. Those you promote will need to be able to work well with others, not just individually.
By working with them consistently, they should build a relationship based on mutual respect and trust.
4. Put the team first.
Promotion is a goal that all superheroes strive for, but with great power comes great responsibility. Ascending the ladder is less about the individual employee, and more about the organization. Promotions should only be given to those who view promotion as a chance to move up in the organization and not as personal achievement.
When an employee doesn’t feel ready for promotion
1. Lack of emotional intelligence
Managers should take into account the personality of employees when promoting them to a role that will allow them to be more available to their clients and to other members of the company. Leaders must possess emotional intelligence, as well as empathy. It’s more than just a job. A job involves an ecosystem of people, processes and systems. A Career Builder study states:
Managers should consider the following traits of an EI when promoting someone to a leadership role:
- They are more likely than other people to remain calm when under pressure
- Empathic individuals are those who empathize others.
- Make informed decisions
- They can find effective ways to resolve conflict
- Acknowledge their mistakes and learn from them
- Listen more than you talk
- The critics do not fear to speak their minds
2. The skills needed to do the job is not present
The Peter Principle in management is a concept that states that people should be promoted based on the skills they have in their current position, not their future role. You will need to consider that the employee may have to learn new skills in order to adapt to their new role. It is important that you look at the employee’s current skills and determine if they have the required skills for the next step, such as the management skills.
3. Feedback is not used by employers to improve employee performance
If your employee doesn’t listen to your feedback or does not take action, it is a sign that they don’t want to improve. If employees are unwilling to improve, promotions should be delayed.
If you are not open to new ideas, it is a sign of a lack of growth. Promotion and growth can be seen as being in some respects simultaneous. The best candidates to be promoted will not simply wait for feedback; they will actively seek out and use feedback.
How to improve employee performance
Even if an employee is not suitable for a job promotion, you still want to see him or her succeed, because it reflects well on your performance.
Three ways to grow employee base
1. Set goals
OKRs can help an employee who hasn’t received the promotion they wanted. They will feel more optimistic if you tell them how to get a raise, and show them the steps to do so.
2. Professional development opportunities
Offer to help your employee develop professionally away from the workplace. This will show your employee that you are still interested in their success. Find out what they need to do to move in the right direction. This could be through lectures, courses or certifications.
3. Feedback is constant
You may not think it necessary, but you must always provide feedback to your employees, whether through weekly check-ins or monthly one-on ones. The days can get hectic, and weeks pass quickly before you realize you haven’t sat down with your employee. You should acknowledge your employee’s drive, and meet them regularly to ask questions, review their work and track their progress. Be their mentor.
How to reward employees that you cannot promote
Employees who are eager to be promoted but are unable are at the other end of the scale. There are no opportunities to promote these employees. To keep them motivated, you need to find ways to reward them in other ways so that they are eager to grow and improve.
Imagine the impact on a person who knew there were no opportunities for them to grow.
Four ways to motivate your employees without a promotion
1. Financial compensation
Although money isn’t the most important thing about work, employees would appreciate a raise or bonus that would acknowledge their hardwork. It would also give them some comfort knowing there is still space to move up in the pay scale.
2. Remote work
Your employee will appreciate you for giving them the option to work remotely. This is an excellent way to show you appreciate them and make sure they feel appreciated.
3. Professional development
This is an excellent way to motivate employees. Ask your employee to tell you what kind of professional development they would like. It could be a training course or a conference abroad. Tell your employee they can dream big and that you are willing to help them achieve their goals.
4. Allow them to take on/work on side projects
Allow your employees the opportunity to take on projects or initiatives related their work which they have been eagerly anticipating. Some companies allow their staff to spend 20 percent of their working time on creative work. This will empower your employees and demonstrate trust.