Business Coaching and Promotions
When Should a Manager Promote a Staff Member?
The subject of promotions is often a tricky one for managers to deal with. Sometimes they will feel pressured by employees to promote someone simply for the sake of it, or use the promotion as a carrot and a reward for a good performance in a project. Sometimes managers feel that they ought to promote someone just because of the amount of time that they have been working for the business.
Rather than a reward for loyalty/endurance or a prize for a one-off performance, a promotion should only be offered when the business case demands it and the person has earned the right to it through consistently high performance levels and achievement with the company.
As far as the business case is concerned, promotions should only be made when there is a need to do so, such as a requirement to replace a manager who has left the company or to fill a position that has been created through a change in strategy or new sales channel being opened. Employees who are promoted to a higher level expect and almost demand a higher salary or rewards to accompany their elevated status, which will obviously increase the financial burden upon the business. If the promotion is not justified in terms of benefiting the business and being necessary for the accomplishment of its goals then it will ultimately be detrimental for the company.
How can Business Coaching Help With Regards to Promotions?
Making use of business coaching sessions can help in a couple of different ways regarding promotions. Firstly it can provide an opportunity to discuss with any employee who is becoming unhappy at a lack of promotion as to why it has not been forthcoming and may not be anytime soon. Discussing situations with employees rather than keeping them in the dark over decisions can significantly improve their acceptance of circumstances and can prevent a severe decline in motivation and output from them.
Secondly, a manager can get a far greater understanding of the strengths and weaknesses of an individual through business coaching and in particular how they may cope with a promotion and the additional responsibility that would come from it. The manager may also wrongly assume that all of their employees must be hankering for a promotion and be surprised to learn that the employee does not actually want to be promoted because they are quite happy doing the job role which they currently have.
Thirdly, for those who do desire promotion and have a manager who is receptive to the idea, business coaching can be utilised to create an action plan for certain objectives and criteria to be fulfilled in order for the employee to reach a level where they are ready to be promoted to the position. This can include additional training and development courses such as a management course, or taking on responsibility for a particular department or operation for a short period of time to see how they cope with it before being given the task properly.