By promoting the right people, you are exponentially increasing the chances of unleashing your department’s or your organisation’s success. In today’s competitive business landscape, promoting employees is often seen as a way to reward and motivate them. However, as many seasoned people management professionals know, promoting the wrong people can lead to a cascade of negative consequences. It’s a phenomenon well explained by the famous Peter Principle, which suggests that people in a hierarchy tend to rise to their level of incompetence. Therefore, people are promoted to positions where they are no longer competent, and they eventually become ineffective.
Promoting people solely on the basis of seniority or office politics is highly likely to be detrimental to your organisation as you’re increasing the risk of losing your best people. You can retain your best talent by promoting on the basis of talents, skills, and performance. In other words, promotion is a crucial part of any organisation’s success. When the right people are promoted, it can boost morale, increase productivity, and lead to better outcomes. However, when the wrong people are promoted, it can have a devastating impact on the team and the entire organisation.
Promoting the wrong people
This is likely to lead to a number of negative consequences, including:
- Loss of top talent: When your best people see that the wrong people are being promoted, they may feel undervalued and overlooked. This can lead to frustration, resentment, and ultimately, they may leave the company.
- Decline in morale and productivity: When employees feel like they are not being rewarded fairly, it can lead to a decline in morale and productivity. This can have a negative impact on the team and the entire organisation.
- Increased turnover: When employees are unhappy with their jobs, they are more likely to leave the company. This can lead to increased turnover costs, which can be a significant financial burden for organisations.
Promoting the right people
The best way to promote the right people is to focus on talent, skills, and performance. When evaluating candidates for promotion, organisations you should consider factors such as:
- Technical skills and knowledge: Does the candidate have the necessary technical skills and knowledge to be successful in the new role?
- Leadership skills: Does the candidate have the leadership skills necessary to manage and motivate a team?
- Communication skills: Does the candidate have the communication skills necessary to effectively communicate with team members, stakeholders, and customers?
- Problem-solving skills: Does the candidate have the problem-solving skills necessary to identify and solve problems effectively?
- Track record of success: Does the candidate have a track record of success in their previous roles?
We take this opportunity to stress again the importance of avoiding promotion decisions based on favouritism, politics, or other non-merit-based factors.
Alternatives to promotion
Promotion is not the only way to reward and recognise employees for their hard work and contributions. There are a number of other alternatives to promotion, such as:
- Financial rewards: Organisations can offer financial rewards, such as bonuses, raises, and stock options, to recognise and reward employees for their performance.
- Non-financial rewards: Organisations can also offer non-financial rewards, such as flexible work arrangements, additional vacation days, and recognition programmes.
- Training and development opportunities: Organisations can also invest in training and development opportunities to help employees grow and develop their skills. This can lead to increased job satisfaction and productivity, and it can also help organisations prepare employees for future leadership roles.
By embracing this approach, you can create an environment where individuals are motivated, satisfied, and empowered to contribute their best, making your organisation a top choice for the most talented professionals in your industry and beyond. Feel free to contact us if you need our assistance to develop a solid employee development strategy.