Are Your Employees Ready to Be Promoted?

Identifying and developing managerial skills in an organisation is one of the most rewarding duties of a leader. Having a high-performing and high-potential employee on your side is like having a lifesaver by your side. They are known as star performers because they prefer to pick up where you left off. They are pretty good at reading your thoughts and can often be a seamless extension of you.

However, the problem with having a star performer on your team is that these exceptional employees are quickly promoted, leaving you with a rookie who may or may not have the same aptitude. Furthermore, there is the chance that your rivals will offer these star performers a lucrative position. 

Though it is true that everyone wants to feel valued and know that their efforts are appreciated, clinging to them for too long might have a negative impact. No one wants their progress to be limited or miss out on professional advancement opportunities.

So, how do you know when it's time to promote your standout employee? Let's take a look at these seven employee behaviours that suggest they are ready to be promoted.

 

1. They are already performing at the next level of responsibility.

Taking on a more prominent position is a logical progression for a top performer. It's uncommon for someone to 'pretend' to be in the role before getting the job. 

They are already exhibiting their ability to complete the tasks, but more significantly, they are demonstrating their appetite for the work.

 

2. They only complain upwards

One of the most important facts to remember is that complaints usually flow up the chain of command rather than down. As a result, how you present yourself as a leader impacts the individuals in and around you. Your top performers are well aware of this as well. 

So, if you notice your star performer going around with a smiling face when with their team members and only raising their issues with you, it's a strong indication that they are conscious of themselves, their environment, and the connection between the two.

 

3. They love to come up with solutions

An ace performer frequently maintains their top spot because all they do is continuously perform. 

While everyone's inclined to complain at some point in their lives, the top achievers suppress their tendency to waste time complaining and instead are constantly on the lookout for viable solutions.

 

4. They hold their peers accountable

Holding your direct reports responsible is simple because they report directly to you and understand that you will be tracking their work and questioning their ideas. In other words, they know that they will be judged. 

However, it is more difficult to hold your peers accountable now that the scope of a judgement is equal. The unrelenting pursuit of peer accountability separates ace performers from average employees. So, if you notice such a trait in any of your staff, it is time to push them for more leadership duties.

 

5. They focus on 'We' instead of 'Me'

Individuals' word choices frequently reveal where their attention is focused. Try to observe how often an employee opens a sentence with the word 'I' rather than 'We' the next time you chat with them. Such people readily demonstrate how self-centred they are. 

It does not, however, imply that starting a sentence with 'I' is a bad thing. It is regarded unfavourable when a person continuously redirects the flow of conversation back to themselves, indicating a myopic attitude.

 

6. They consistently surpass their peers

If you have an employee on your team that is always at the top of their game and consistently outperforms their colleagues or peers, it is time to promote them.

 

7. They're most likely already plotted their next move.

It's no surprise that high potential top performers are in your company. They have the knowledge, experience, and attitude to get things done. It should be no surprise that they have already prepared their next move.

They will generally start the conversation about their next career move by pitching the new role and explaining how their skill sets would benefit the company.

 

Employee retention is influenced by promotions, internal mobility, and the great prospect for a career path. By promoting those who exhibit the seven behaviours above, both the employee and the organisation are better positioned to succeed.

Source: EmployeeConnect