#EmployeePromotion #Communication #CareerDevelopment
Hey friends! 👋 Have you ever been in a situation where an employee wants a promotion, but there doesn’t seem to be a business need for it? I could use some advice on how to handle this delicate situation.
Here’s the scoop: I have an employee who is eager to move up from director to senior director on a small team. The manager feels that the team is operating smoothly without the need for a promotion at this time. How can I effectively convey this message to the employee while still showing respect for their ambitions?
Possible Solutions:
– Have an open and honest conversation with the employee about the current status of the team and why a promotion isn’t necessary.
– Discuss alternative ways for the employee to grow and develop within their current role, such as taking on new projects or responsibilities.
– Set clear goals and expectations for future promotions and provide feedback on what the employee can work on to increase their chances in the future.
I’d love to hear your thoughts and suggestions on how to navigate this tricky situation! Let’s help each other out 🌟 #CareerAdvice #ManagementTips
I would just explain that there is no open position on the team at this time and should one open up they are welcome to apply. They can’t expect a new position to be created if it’s not needed
“There is no available position to promote you to”
Tell them that, as there are currently no open VP roles available, he will have to open one through a duel to the death with one of the VPs of his choice.
Is your company clear on what it means for a promotion? Usually is time in role, impact at next level, and most importantly business needs. I hope you are empowering your leader to communicate this to, other than just saying no business needs what are some additional stretch projects they can focus on? How do we keep them engaged without a promotion? What motivates this employee- is it comp, title, or work?
I recommend saying something like: They are a highly valued team member but promotions are contingent upon the presence of substantial and strategically relevant work at the next level. Promotions are not just about individual readiness but also about filling real needs within the organization.
Oh man I love this shit. I’d like a promotion please. What will change about your responsibilities? IDK hopefully nothing, I guess I can take on some shit that someone else is already doing… assuming I get more money.
I usually explain to employees and managers that promotion and development is not the same thing. Development is growing and enhancing an employees skills, and this in theory should always be happening with practice, training and/or feedback. Promotion happens when there is a business need for a role, and the candidate is ready for the promotion through development.