Two employees are vying for a promotion. How do you navigate their conflicting aspirations?

There are ways to support both candidates, by focusing on their strengths, encouraging them to put their best foot forward and mentoring them. The approach for both of them should be a longer term journey, especially if there is only one spot for promotion available. The other option is to talk to a superior, or if you are in a position to make those judgement calls, to create one position that will keep the other talent within the organization and not move to a different organization if they are passed up for a promotion. Of course, you must respect their autonomy and what they decide eventually, but this approach might be helpful in preventing a high attrition rate within your organization.

When evaluating team members for promotion, it is essential to look beyond tenure and past achievements. Focus on their potential for growth, adaptability, and alignment with the company's future direction. By setting clear, objective criteria and fostering open communication, we can ensure a fair process that builds trust and respect within the team.

Incentivar a comunica??o aberta com cada funcionário é crucial para entender suas aspira??es e preocupa??es. Ouvir sem julgamento permite esclarecer mal-entendidos sobre promo??es e oferecer conselhos personalizados. Este diálogo melhora o desempenho e reafirma o valor dos colaboradores para a organiza??o. Assim, evitamos ressentimentos e desmotiva??o, criando um ambiente de trabalho mais harmonioso e produtivo. Priorizar essa prática fortalece a confian?a e o compromisso de todos.

-Convoquer les deux parties -Convoquer les collaborateurs concernés en même temps - Mettre en place un temps d’essai de la nouvelle stratégie - Faire un bilan

Incentivar a comunica??o aberta com cada funcionário é essencial para entender suas aspira??es e preocupa??es. Ao ouvir sem julgamento, podemos esclarecer mal-entendidos sobre o processo de promo??o e oferecer conselhos personalizados para o desenvolvimento de cada um. Esse diálogo n?o só ajuda a melhorar o desempenho, mas também reafirma o valor dos colaboradores para a organiza??o. Isso é fundamental para evitar ressentimentos e desmotiva??o, criando um ambiente de trabalho mais harmonioso e produtivo.

Encouraging dialogues with team members about their aspirations and concerns not only improves performance but also strengthens their commitment to the organisation. Let us be the ones to create a safe, transparent and supportive work environment where everyone feels valued and motivated to grow!

Considering potential for growth and adaptability is crucial. Look at how each team member has handled change in the past, their willingness to learn, and their ability to take on new challenges. One way to do this is by the Will vs. Skill Matrix, a management and coaching tool that evaluates employees' motivation (will) and competency (skill) to improve performance. It helps managers tailor their approach, identify development needs, and build balanced teams, ultimately enhancing performance and addressing individual needs effectively.

To improve decision transparency, leaders should communicate decisions clearly and empathetically. They should explain the reasoning behind their choices, highlighting how the selected team member's skills and potential align with the company's strategic goals. For those not chosen, providing constructive feedback and discussing career development plans can help maintain morale and demonstrate that their efforts are recognised and valued. By ensuring open, honest communication and showing respect for all team members, leaders can build trust, foster a positive work environment, and support the growth and motivation of their team members.

To support continuity after a promotion decision, provide ongoing support for both the promoted team member and also those who are not selected. For the promoted employee, offer guidance during their transition to the new role. This includes helping them adjust to new responsibilities and ensuring they have the resources and support needed to succeed. For those who are not promoted, provide encouragement and assist them in dealing with any disappointment. Support their career development by identifying growth opportunities and addressing any concerns they might have. Regular check-ins with both individuals will help them stay engaged, motivated, and effectively manage the changes in their roles.

Transparency around promotion guidelines are key to foster inclusive culture in any organisation. Many companies have moved towards role or position based promotion which helps to sustain and optimise organisation pyramid structure Promotions are not just recognition of past achievements but whether the incumbent has displayed the potential to perform the new role will always be the deciding factor..