Employee promotion offers a number of benefits to the company, such as increased engagement, retention of talented professionals and development of leaders aligned with the company's values. However, solid criteria are needed to promote someone.
Criteria such as proximity to leadership or family ties are not good options. Promoting a professional's advancement based on these criteria can discourage the team, foster side conversations, and conflicts, in addition to reducing the quality of the work environment.
In the following topics, we'll highlight the main criteria for employee promotion and how they can be applied in your company. Keep reading!
The most commonly used criterion is results delivery. The question is simple: how much has the employee contributed to the performance of their department and the company? The best employees tend to deliver above-average results. Therefore, they stand out.
There are many ways to monitor a professional's level of performance. For example, by measuring their indicators performance or evaluate the goals achieved in recent months. If the professional isn't generating results, it's difficult to reward them with a promotion.
Some professionals are extremely intelligent and energetic, resulting in above-average performance. But this isn't enough. Another factor must be considered: alignment with the company's values. If there's no alignment, a promotion can be a poor choice.
In this sense, always look for an important value: integrityDishonest employees, even productive ones, are often a huge problem. They undermine team spirit, negatively influence their colleagues, and even intentionally harm the organization.
Some professionals excel in their current roles, delivering results and consistently aligning with the company's values. But when promoted, they go from bad to worse. There are many explanations for this, such as a lack of competence or a fascination with power.
For this reason, it's crucial to consider aptitude. If a worker is promoted to a supervisory position, for example, they need to have basic leadership skills. If you promote someone who isn't qualified, you're likely to lose their talent and have to redo the job.
Finally, it's also important to consider something often overlooked: the employee's interest. Some employees are satisfied with their current routines and don't consider a different position or higher salary necessary. In this case, status quo must be preserved.
However, other employees harbor a strong desire to grow. They want to occupy higher positions and sit at the same table as the board. There are many ways to determine whether or not a talent wants to grow within the company; the easiest way is to invite them for a frank conversation.
Ultimately, these four criteria should guide employee promotions. You need to assess the employee's level of commitment, alignment with company values, aptitude for the next level, and desire to grow. This will help you make the best choice.
Did you enjoy our article and understand how to define employee promotion criteria in your iron and steel shop? Feel free to leave a comment on this post. Tell us your questions or experiences on the topic. Let's dive in!
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