Why to PromoteMar 03, 2021
Sometimes we promote an employee for all the wrong reasons.
Other times, we get it just right.
To pull apart the difference, I consulted a pair of talent optimization experts.
Shawna Reed, Principal Partner at EmFluent, cites a common promotion pitfall.
“Tenure alone should never be a reason to promote an employee.”
While promoting a longstanding contributor—even if they’re crushing their current role—may seem natural, it can be a mistake if the individual isn’t ready for the next level.
Andreas Dankelmann, CEO of FifthAscent agrees and adds that a promotion shouldn’t be used as a reward or recognition of prior high performance.
Promoting an employee for the wrong reason is lose-lose—the business needs go unmet and the former high flyer is now set up to fail.
So how can we get it right?
Shawna urges leaders to be objective.
“Create a job target first”—identify required behaviors, attitudes, and abilities—”then let the data guide you.”
Andreas counsels leaders to confirm a YES answer to three critical questions.
Does the employee:
Get it? - do they understand what’s required
Want it? - are they motivated to take the next step
Have it? - do they possess the needed capabilities
Thank you both for helping us make the right decision!