Promoting employees

Author: Diane Gallacher

Summary

• Employers that observe good practice when promoting employees can ensure that employees perform well when they are promoted, which can have a positive effect on business performance and team motivation. (See The importance of following good practice when promoting employees and What does good practice when promoting employees entail?)
• Organisational and career structures have changed over recent years. To encourage employee retention, employers should rethink which individuals might be suitable for a promotion and what constitutes a promotion. (See What does a promotion mean in today's organisations?)
• A policy on promoting employees can encourage the employer to make consistent decisions and allows employees to appreciate what they need to do to achieve a promotion. (See A policy on promoting employees)
• Employers should consider sourcing candidates for vacant roles from as wide a group as possible to reach the widest skills set. Requiring line manager support for internal applications can help employees to succeed with their application and help line managers to plan. (See Sourcing candidates for vacant roles, Support for internal applications and Advertising a vacant role internally)
• The line manager of the target role holder should be involved in the decision-making process, but it is also useful to involve other people from the organisation. (See Decision-makers)
• Identifying selection criteria before the recruitment process begins can help to ensure that the right employees apply for the role and know how to prove their suitability for the role, and that decision-makers make evidence-based decisions. (See Criteria for the decision)
• Employers should ensure that they give candidates for promotion a positive experience as they will have an ongoing relationship with them. (See A positive experience for candidates)
• The assessment process should be rigorous to ensure that the best candidate for the role is chosen. (See The assessment process)
• Employers should communicate decisions quickly and give feedback to all internal candidates. (See Communicating the outcome and giving feedback)
• Promoting internal candidates can involve challenges, for example judging whether or not the applicant can perform at a higher level and whether or not they will fit in with the new team. (See Repeat applications, The potential to develop into a new role, Will a candidate fit in with the team?, References and Comparison of internal and external candidates)
• Employers should provide support for all candidates once a decision had been made, to ensure that the successful candidate performs well in their new role and that the unsuccessful candidates remain motivated. (See Support following the decision)
• Opportunities for promotion should be part of a wider policy to develop all employees, so that they remain motivated and have the chance to develop, ensuring the future success of the organisation. (See Ongoing development)