In a small business, it's vital to your bottom line that you make good promotion decisions to put the right person in the right role. Some decisions are easy, especially if a succession plan is already in place. However, other promotion choices are difficult when you have several qualified employees from which to choose.
Some promotions are based entirely on pre-established criteria of what is expected of the employee. Requirements, qualifications and experience may be criteria used to promote a worker to a new position. For example, some jobs may require a bachelor's degree in a particular field, a license, certification training or a specific number of years of work experience. Abilities and skills are also criteria that create a foundation for decision-making processes. These might include leadership skills, management experience, marketing abilities or budgeting capabilities.
Personnel files can come in handy when making promotion decisions. Many managers refer to information about an employee's performance reviews and evaluations, skills appraisals, disciplinary actions, and attendance records. An employee who rates well in all areas may be chosen for a promotion over one who has repeated attendance or disciplinary problems.
Managers often see potential in young employees and give them opportunities to prove themselves. Good attitudes, willingness to do whatever it takes and the ability to learn are often perceived as good attributes in employees, even if they lack the qualifications or full job requirements. Employers often see the skills necessary to become a good manager or supervisor in an inexperienced employee.
Above all, promotion decisions should be made that will avoid discrimination. Regardless of the role, all employees should be considered without regard to physical disability, race or sex, among other categories.
Despite attempts to guard against it, many promotions are still based on favoritism, connections and friendships, according to a 2011 Georgetown University study. In these situations, objective information is avoided in choosing someone for promotion. Employers often promote employees they like and enjoy spending time with. Being a good communicator is often cited as a reason for promotion, however some supervisors promote employees simply because they have a good rapport with the boss.
Vicki Wright, writing and editing professionally since 1996, has published on a variety of different websites. Wright has a Bachelor of Science in socio-poltical communication from Missouri State University and became certified as a leadership facilitator from the Kansas Leadership Center in 2010.
No comments:
Post a Comment