The Decision to Promote: Lead with Comprehensive Assessment

The Decision to Promote: Lead with Comprehensive Assessment

The time comes to reward a hardworking, loyal employee. With an open management slot, you're considering promoting him or her. How do you know if you have the right person for the position? How can you determine in advance if this employee will succeed in his or her new role?

It's important to understand your responsibilities before choosing to move someone up in your organization. While it's great to give employees a chance to grow, people who are effective in their current positions may not always have the skills necessary to excel in higher level jobs.

Building a high performing team of supervisors is critical to your company's success, with management ranks typically thinned down to a bare minimum. Unfortunately, this layer of management often evolves haphazardly. Best practices recommend you assess your in-house talent before making the decision to promote.

It's not like blue eyes!

None of us are born with a gene for management. Assuming that the ability to supervise comes naturally, most companies provide little or no management training. While some people have a more natural aptitude toward management than others, this is not a substitute for sound preparation. Once promoted, management skills do not magically appear. It's all too easy to fall into the old "Peter Principle" trap promoting people to their level of incompetence.

He's just like me!

It's not uncommon for a business owner to highly identify with a particular employee and see "Superstar" qualities that are not evident to others. A leader may overlook qualities the employee may be missing, such as project management or people skills. Accurate assessment is crucial in these situations. Feedback from other leaders in the company should be solicited before promotion is considered. This feedback doesn't necessarily have to derail a promotion; however, additional objective input may point to areas that need further training and development.

What if they leave?!

Fearing an employee may leave if he or she is not promoted may be the reason behind the decision. Promotion decisions based on a "between a rock and a hard place" mentality are questionable at best. Again, take the time to compare the employee's skills with the responsibilities of the position. If it's not a good match right now, then best business practices strongly suggest you look elsewhere for your management candidate.

Keep reading to learn about leading with a comprehensive assessment when making The Decision to Promote.

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