Career progression is a significant factor in the professional life of most workers, and companies use it as a tactic to retain and recruit top talent.
This, however, can be a tricky issue for most managers. They sometimes struggle with knowing when the time is ripe for promoting their employees – this rings true especially when they have a large team to manage.
If you’re a senior manager currently in the position of considering promoting an employee, here are some suggestions to consider.
Are they going above and beyond in their current role?
A glaring sign that an employee is ready for a promotion is if they’re executing their current role flawlessly, and, have found ways of accomplishing additional responsibilities related to the new job.
A practical suggestion: ask your potential candidate to send an activity list of their day-to-do activities and measure it to the description of the new role. If they’re doing those additional tasks well, such employee might be in a position to handle the pressure of a senior role.
Have they indicated visible interest?
Employees who are ready for a promotion show a keen interest in the new role by asking for it. Although, managers should be aware of how they ask for it: those who ask for a detailed plan (i.e. “what do I have to do to get job x?”) shows that they are ready for the numerous undertaking the new position involves.
Do they show signs of a high emotional quotient (EQ)?
An employee who displays visible traits of emotional intelligence will be in a good position for a promotion.
In addition to the task related responsibilities, a promotion might require some level of people management, and candidates who haven’t shown empathetic characteristics (to connect with colleagues and clients), and the necessary self-awareness to identify and manage their feelings and that of others, wouldn’t be ideal candidates for promotion.
Are they grumblers?
How well do these employees react when given more work? Do they complain or do they accept the additional tasks with grace and a smile? Also, do they ask to take more responsibilities?
If the answers to these questions aren’t favourable, you might want to reconsider them for a promotion.
Are they solution oriented?
How often is the employee coming up with creative and innovative solutions that move your business forward? Have they thought about great ways of streamlining their job processes (and that of others) to make it efficient?
Hopefully, these tips provide a barometer to determine if an employee is ready for a promotion.