What should you communicate about promotion to

your employees?
by Bhavin Gandhi

To most employees, promotions are often mysterious. They

often feel that some people rise quickly based on who they
know rather than what they know. Unfortunately, this might be
true for some organization; this assumption is not accurate for
all situations. Actually, most managers don't provide their
employees with enough information about their promotion, and
hence, their employees always feel that their promotion is purely based on luck (or
lottery). Thus, as a manager, we need to help clear up their confusion by providing clear
answers to their questions. In this blog, I will provide you with some tips through which you
can prepare yourself to answer their questions.
Get your basics clear: Before you talk with your employees about their promotion, you
should do your research. For example: Look at your organizational guidelines for
promotions. Identify how people are chosen for promotion within your organization. Does
your organization use their values as a primary screening tool for advancement, or does
job-specific competency supersede all other considerations? Are your policies
administered uniformly, or are they bent on a regular basis? Does who you know matter
more than what you know? Once you have a clear picture of your organization's practices,
then only you can talk to your employees regarding their promotion opportunities.
Help them learn: No matter which position or field your employee works in, he/she needs
technical competencies in both hard and soft skill area. Some employees might already
have few of these skill-sets that you might be looking for in the next position, while some
employees might lack these skills. As a manager, you need to make your employees
understand that they need to take charge of their own skill development for their
promotion. And if they need any kind of a support for that, then you are available to help
them. You can display your support by informing them about various skill development
programs that your company already offers, or by providing him/her with the opportunity to
learn on the job through a mentor.
Provide regular feedback: Most projects and tasks at work are not just about getting the
job done; they are about how you go about getting that job done, too. Your employees can
be very intelligent, but if they can't work well in a team or if they always carry a negative
attitude towards their job, then this is going to hinder their promotion chances, isn't it?
Unfortunately, some employees don't even realize that their behavior is hurting them, and
that's where you come in. As a manager, you need to ensure that all of your employees

Author: Bhavin Gandhi

Contact information: http://BhavinGandhi.com

are given regular feedback, not just once a year at review time. Whenever you have
promotion communication with your employees, make sure that you talk about how their
attitudes are perceived throughout the organization. If your employees need some help in
changing their behavior then try to help them by providing avenues through which they
can match their behaviors with the organization's values, so that they can get that
promotion quickly.
Once you are clear about your company policies, and once you become transparent to
your employees about their strengths and weaknesses, and try to help them increase their
skills to get that next promotion, then only your promotion communication with your
employees will become natural and more easier.
Would you discuss anything else with your employees during these promotion talks? If so,
please share it with me through your comments here. Thanks - Bhavin Gandhi
Bhavin Gandhi | August 18, 2015 at 9:00 AM | Tags: 21st century, Employee
engagement,Employee feedback, Employee promotions, Job performance, Job
promotion, Leadership of tomorrow, Management, Performance communication | Categories: 21st
Century, Leadership,Management | URL: http://wp.me/p103Cm-ee

Author: Bhavin Gandhi

Contact information: http://BhavinGandhi.com