What was the end result of all of this? The result was that I was able to successfully fill the position that he was currently in, move him to one that he loves and thrives in, and kept an employee that would have really hurt the company to lose.
The key to the success was that I knew the employee and his strengths and weaknesses, communicated honestly but sympathetically, and kept him from leaving the company by promising I would take care of the situation as soon as an opening came. This was enough to seal the deal.a
If I would have simply promoted him for work done well for the company regardless of who he was or what is capabilities were, I would have deprived the company of a great worker that only needed to be guided toward that which he could thrive the best in.
Today I occasionally check back to see him and he is still there and is a great asset to the company because of the right way of handling and understanding his request.
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Don’t promote without examining the employee and the reasons why they want to be promoted. Take into account everything you can think of before making a decision. Be open and honest with them and you should be able to go around this minefield of human emotion with great success.
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Wrong promotion can cause more damage to a company and lose more great people then possibly any other cause.
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The reason all of this worked like it did was because of the way I communicated and interacted with the employees on a daily basis. This is the foundation that made the rest work. Create that culture of trust and respect and these types of challenges have a much higher chance to be resolved in a win/win result.
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Whether to Promote or not: Four Part Series
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Whether to Promote or not: Part One
Whether to Promote or not: Part Two
Whether to Promote or not: Part Three
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This post is part four.
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» Whether to Promote or not: It’s not as easy as it seems. from ManagersRealm
One of the unfortunate results I have seen from not promoting good employees in the right way is to see the loss of a good employee in the position they leave, plus, eventually the loss of the employee themselves.... [Read More]
Tracked on: February 19, 2006 10:25 AM | Permalink to Trackback