π£ Jessica Winder, CEO & Founder of Hidden Gem Career Coaching: Get ahead of unrealistic promotion expectations. Clearly lay out requirements - performance, skills, experience, role availability. Emphasize annual promotions aren't guaranteed. Having a policy isn't enough. Implement robust performance management - regular coaching and realigning expectations when needed. Invest in their development through mentoring, training, and stretch opportunities to build capabilities for future promotions.
When promoting, be transparent about the selection rationale to avoid perceived favoritism. For those not promoted, recognize efforts through bonuses, projects, or public praise. Most importantly, keep an open dialogue. Listen to career goals, give honest feedback on strengths and areas for improvement, and manage expectations if goals don't align with reality. The goal is an engaged, motivated workforce. But be upfront - promotions aren't annual entitlements. They'll stay patient and committed if you properly explain the process and support their growth.
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