Learn the meaning of employee promotion and how an employee should be evaluated for promotion.

Employee promotion definition, formula and examples

Internal recruitment is a significant method of selection. It helps existing employees to meet their aspirations while providing the organization with a ready pool of competent workers. Basic employee promotion definition refers to it as the elevation of an employee to a new position, with new compensation terms and privileges. Usually, employees work best when they expect promotion from their employers. How do you evaluate an employee for promotion?

Evaluating employee for promotion

When you decide to recruit internally, it is crucial that you evaluate every candidate to assess his or her suitability for the position. Remember they will take new tasks and diverse responsibilities. Hence, they should be prepared for the new job. The assessment can look at the skills of the employees, their effectiveness in their current job, and their potential for growth. Therefore, in this case, there is no standard mathematical formula to use in the evaluation.

However, you can develop a checklist, to utilize when evaluating different aspects of the employee’s performance. The checklist can include the ability to meet customer service expectations, excellent relationship with co-workers, regularly meets set goals, demonstration of leadership skills, and learning fast. Ensure to mark in the checkboxes provided alongside the elements mentioned above if the employee meets the standards.

Next, evaluate the performance of the employee. You should promote individuals, who have registered high-performance levels consistently. It is recommendable to consider the previous year’s performance. Use visible outcomes to determine the effectiveness of the employee but not perceptions. For instance, the number of sales made by the employee is a measurable attribute while the way they communicate with their employees is not quantifiable.

In addition, determine the skills of the employee. In most cases, new positions call for specific skills. You need to make sure that the employee has the skills you need for the position. Furthermore, you should assess their adherence to the company’s policies and rules. An employee who does not follow the company’s policy should not be considered for promotion. This is because they might portray a bad example, to their subordinates.

You should also assess their ability to manage challenges. Problem solving skills are important for any leader. If an employee is hesitant to take new responsibilities or they always have problems coping with changes, they are not suitable candidates for employee promotion. Lastly, evaluate the experience of the candidates. Experienced employees are more suited to handle unfamiliar situations.

These articles may interest you