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You have six associate-level employees on your team, and one managerial position available. Several of the six have expressed sincere interest in he promotion, but those who haven\u2019t spoken up are just as qualified\u2014and in some cases better prepared\u2014than those who are elbowing for a place in the spotlight.<\/p>\n
So what\u2019s next? What steps can you take to narrow the pool and make your decision in a way that supports productivity and team cohesion? Keep these considerations in mind as you move forward.<\/p>\n
Managerial-level and employee-level responsibilities are not the same. Obedient, diligent worker bees bring great returns at the entry level, but employers are often mystified when they choose their highest performers for management roles and then watch them struggle and fall apart. Employees need to follow instructions, but management roles require skill sets like leadership, listening ability, and diplomacy. Choose your candidate based on the skills he\u2019s likely to demonstrate in his new role, not just the ones he\u2019s demonstrating now.<\/p>\n
Do you have a great employee on your team who already applied for this promotion once? Does he now technically possess all the skill sets and credentials that he lacked when he was turned away? If so, think carefully before you turn him away again. If he\u2019s like most ambitious employees, he won\u2019t tolerate this response twice\u2014he\u2019ll just thank you for the opportunity and start searching for work elsewhere. If you need him on your team, promote him now. If not, expect to say goodbye as soon as he finds what he\u2019s looking for.<\/p>\n
This is especially true if your chosen star will step directly in a position of authority over those who were turned away. If you choose based on looks, charm, or entitlement instead of substance, expect morale problems and turnover in the aftermath of the move. And of course, if you choose based on empty stereotypes instead of real credentials, your problems may be compounded by reputation damage (and even lawsuits).<\/p>\n
Sometimes the best candidate for the position doesn\u2019t seem to want it very much. But if he\u2019s the best candidate, don\u2019t let his disinterest stand in the way of the company. Simply sit down with him, explain the benefits of the promotion, and ask what you can do to make this move more appealing. If a simple salary increase or a small workplace change will win him over, just make it happen.<\/p>\n