Episode Transcript
Giving someone a promotion sounds like it should be easy. You call the person into your office, tell him he has been promoted and to continue doing great work, shake his hand and send him on his way. In one sense, it is that easy. However, there are a number of factors to consider when deciding who to promote and when to promote them. Additionally, there are a number of ramifications associated with giving someone a promotion and they’re not all good.
When deciding if someone should be promoted, consider the following:
• The person themself
• The role the person plays within the department
• The effect the promotion will have on the other members of the team
• The department’s current situation
Let’s begin with the person themself. The first and most obvious question is are they worthy of a promotion. The answer to this question surrounds the length of time they have been in the job, their competency, their attitude, have their skills grown beyond the current job title, and your desire as the manager to promote them.
Regarding their role within the department; is the person a natural leader within the group, are they taking on more responsibility, are other people in the group seeking out their technical expertise or advice.
Regarding the effect the promotion will have on the department, you have to consider how other members of the team react to this person’s promotion. Will they agree and be supportive or will they be upset or feel the promotion was unwarranted and unfair. Other thoughts, such as “If I promote Joe, should I also promote Mary” are very common and must be considered.
Regarding the department’s current situation, if the department just failed on a major project, it’s probably not a good time to promote someone no matter how good they are.
When you promote someone, you are telling that person, and the rest of your team, that they have the desirable qualities, attitudes and attributes that facilitate recognition and promotion. As a result, you are not-so- subtlety telling the rest of your staff to act in the same manner. Promoting someone is the strongest statement you can make to the other people of your team of how to act if they would also like to be promoted.
Remember, promotions are not only a show of support and recognition toward the person who received it; they are also a statement and motivator (or de-motivator) to those who were not promoted.
Lastly, the decisions you make regarding who should or should not be promoted will be used by your boss to assess your decision-making ability. So, be fair, unbiased, and analytical when making promotion related decisions; if not, you may find yourself being passed over on your next potential promotion.
The primary advice and takeaways are to know that:
• Promotions should be given in a fair and unbiased way
• Think carefully how other members within the department will view the promotion
• Promote people who embody the qualities, attitude, and attributes that are valued within your organization
