Managing the performance and development of any particular organization has several difficulties. For instance, you may be having a workforce that no longer displays an eagerness to excel. On the other hand, you may have a workforce that always creates a talent deficit. There is a need to emphasize on identifying, sorting, and developing a workforce that will help take your business or organization forward.
However, hiring the right people is not an easy task. If you want to take the performance of your organization to another level, you need new talent. However, to demonstrate that working for your organization means getting opportunities for advancement, then promoting from within is the best option.
How to promote from within
Do not overlook challenges
It is true, promoting from within just like hiring from the outside has its challenges. The first challenge is to fill the vacancy of the person you have just promoted. Another challenge is to find an individual who has abilities and skills for the given position.
Executives and business owners usually miscalculate this as they end up promoting their top salesperson as the sales manager. Promoting someone from hands on the role or technical role to management is quite challenging. You need to evaluate different areas that have a serious impact on the decision you make. The following are some factors to consider before you promote from within:
The person you decide to promote should have displayed a consistent or real initiative towards your current responsibility. He or she should have demonstrated the ability to handle bigger roles or even work on complex projects.
Are they resourceful?
For one to be successful, he or she must be resourceful. A person who has a keen sense of getting results and accomplishing goals without a lot of support is the most ideal. The individual should demonstrate the capacity of looking for ways to get various things done within a short period and with minimal manpower.
Look for a person who operates with emotional balance. This is a huge characteristic to consider. Persons with itchy fingers do not produce great results as department managers or team leaders.
Remember that an employee should be responsible for what he or she does. However, as a team leader, manager, or supervisor, you are accountable for your group’s performance. Thus, having good organization, planning, and time management capabilities is what is needed in the new role.