A common challenge leaders experience is having an ambitious team who focus on promotion at every opportunity. For many leaders in this situation, 1:1s can become daunting as the discussion consistently returns to the topic of promotion. It can be tricky to balance the individual’s ambition with the needs of the team and the company. If not handled well, it can lead to decreased productivity, resentment, and even attrition.
So what can leaders do to support the team to remain delivery focussed and impactful? Well, it’s important to understand what is driving the desire for the next level. Promotion means different things to different people. Is it about money? Recognition or the title? Increased responsibility? Maybe a desire for career progression? Openly discussing this in 1:1s will help you identify the next steps.
Here are 4 things to consider when navigating the question of promotion.
1. Set realistic expectations and provide clarity
- Clearly communicate the company’s promotion policy, including timelines, promotion criteria and available opportunities. If promotion options are limited, be clear about the reasons.
- Explore what promotion means to the person and identify other ways to fulfil what’s important to them if promotion isn’t possible yet due to skill level, experience or circumstance. This helps manage expectations and reduces potential frustration.
- Have a direct discussion about current performance and readiness for promotion and use quarterly development check-ins to review realistic and achievable development plans.
2. Explore growth opportunities beyond promotion
- Discuss alternative avenues for professional development.
- Consider additional responsibilities, cross-training opportunities, mentoring and coaching, skill based and personal development training.
- These options demonstrate your commitment to their growth and provide valuable skill-building experiences.
3. Provide timely recognition and appreciation
- Think about different ways to acknowledge hard work and “over and above” contributions.
- Depending on your company policy, this can include spot bonuses, public acknowledgements, team member-of-the-month awards, celebratory lunch/dinner or simply a personalised thank you – never underestimate the power of a real or metaphorical high five.
4. Manage the “I’m already performing at the next level” question
- When a person believes they are already performing at the next level, be clear and direct about their current performance and objectively assess this against the criteria for promotion.
- If they genuinely deserve promotion, acknowledge their contributions and discuss potential opportunities and options.
- If there are gaps in performance vs expectation at the next level, provide specific examples and guidance for growth and development.
Leading promotion focused people involves understanding what is motivating them, setting clear expectations and having open and direct conversations about the options. This will lead to a culture where your team feels heard, valued and supported, even if promotion isn’t immediately on the table.
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