How to Identify The Right Employee For Promotion

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As an employer or a manager, you promote an employee  to give more responsibilities to a person who is capable of taking them up,  to put the right person at the right helm of affairs so that the organization is benefited by his/her services at an elevated level and to recognize and reward a person who has contributed to your organization.

Keeping these objectives in mind, an employer must consider promoting an employee in the most objective way. While interference of personal likes and dislikes in promoting an employee can not be totally ruled out, the following guidelines will be helpful in promoting the right person in a more balanced way.

1) Capacity and willingness to take responsibility

A promotion means moving to a higher position involving more responsibilities. A person who “works” but is unwilling to take responsibility for it but expects his boss to take the blame if something goes wrong, is not the one fit for a promotion.

2) Capacity of decisiveness

The person should not be the type who runs up to his boss to take instructions even where he himself should have used his sense of judgment. This attitude may please many bosses, as it gives them a false sense of pride. But no indecisive person is ever fit for a promotion. Another related trend in employee attitude to watch out is when he is encountering a problem for which a solution is beyond his limit of power. Under such circumstances, if the person approaches the boss with the problem as well as a suggestive solution, he could be a potential candidate for promotion.

An amount of caution is also to be execised in properly judging pushy and over-smart people, who show a tendency to go beyond their limits of authority, or circumvent rules to take decisions that they should not take.

 3) preparedness to over-stretch oneself when situation demands it

Does the service engineer put extra working hours at the customer’s site to make the critical machine run at the crucial juncture without expecting any special consideration for it? Does the Accounts clerk willingly extend a helping hand to the Sales Executive to sort of a dispute with customer regarding a tax issue without saying “it is not my work?” Such employees are potential candidates for promotion.

4)  good interpersonal skills along with specific job skills

Higher responsibility by way of promotion mostly involves managing more people under one’s responsibility. Some persons may be quite excellent in efficiently carrying out their work, but not too good in mingling with or in handling people. Interpersonal skills are very important some times more important than technical skills in higher positions.

5)  Loyalty to the organization

This trait is gradually diminishing in the present day culture of job-hopping. However, if the person demonstrates his identification with the goals and values of the organization, if he does not act as a parasite to stealthily enjoy the perks and privileges from the organization by some devious means, then he should be considered promotion. A person with a long standing experience of working in the organization sometimes has the core values of the organization better imbibed in them than someone joined relatively recently.

The right mix of old blood and new blood will be the key to the stability and growth of the organization.

6) Self-confidence, enthusiasm and self-motivation

The boss might find several good qualities and potential in the subordinate and be willing to promote him; but the the employee too should have self-confidence and enthusiasm to face newer challenges. Unless he/ she has it, there is a remote possibility of the person facing difficulty in coping up with higher responsibilities.

     It is not always possible to get Mr Perfect or Mr Ideal to promote to a higher position; but by ensuring that the best of the lot is chosen for the promotion can ensure that the organization is benefited better by the services of the person at the elevated position.


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