Do Your Current Employees Make the Cut for a New Opening or Promotion?

Oftentimes when employers have a new opening in their company, they resort to looking outside of the organization for great talent. But what about the great talent that is already within your organization? Do they deserve a second look? Hiring within an organization has its benefits. First and foremost, you save on the cost of a new hire. Second, the employee that already works for your organization is familiar with your company, the culture and has firsthand knowledge and experience of how things operate. They would be a great choice! Promoting from within not only saves on the cost of recruiting, but it builds morale within the company. It shows your current employees that you believe in them and their work ethic. It also shows them that you are loyal and invested in them.

There should not be restrictions on who can move up and when. If you have an employee that has the knowledge to fulfill the role, consider them for candidacy. It shows that your employees are interested as well invested in the company and want to further their career and help grow your organization. Hiring from within also reflects the training that your organization has provided your employees. If no one within the organization is developed enough to move to another role or be promoted, you should begin to take a serious look at the processes or lack thereof that your organization has in place.

If none of your employees are developed, what does that say about your organization? Take a hard look at your organization, department or team. Why doesn’t any of your current employees make the cut? Is it you? Is it the company? Could it be the employee?

Examine these key factors to determine the root cause of why your employees are not fit for a promotion.

  1. You Failed to Develop Their Skills: Providing training and developing your employees is key to not only ensuring that they will someday earn that promotion, but it is crucial to provide opportunities for growth within that individual. You need to invest in your employees so that they will remain loyal to your organization and trust that you have their interest and potential in mind. There is no limit on growth. If you place restrictions on a person’s ability to grow, they will surely leave you your organization for one that does invest and develop their employees.


  1. You Didn’t Listen to Them: Almost every employee that works as a part of a team or individually may have an idea or suggestion that they want to share. If the employee feels as though the employer does not value their input, they will find a company that will. It’s not all about the money. Organizations need to make their employees feel as though their voices are heard and that they genuinely care about their thoughts and feelings. Contrary to popular belief, money does not make the world go around. People want to be treated as a person with feelings instead of a number buried in a workplace.


  1. The Right Leadership Was Not in Place: If you fail to lead, your employees will seek leadership elsewhere. I cannot stress this enough. It is not enough to be a manager or a supervisor. People in that position need to be a leader as well. It is imperative. Your employees will not follow you nor feel the need to thrive in an organization that is lacking in leadership.


  1. Their Talents Were Not Recognized: Failing to recognize the contributions and achievements of employees is a guaranteed way to push them out the door. The last thing anyone wants is to work hard beyond their scheduled workday and put in extra time and momentum just for their efforts to go unnoticed. Maybe their efforts didn’t go unnoticed, maybe they confided in their manager and their manager took credit for an idea that they had. Failing to acknowledge your employees and their hard work will cause them to have low morale and put forth the least amount of effort in a workplace.


  1. The Employee Was Not Challenged: You cannot pigeonhole an employee in a box for extended amounts of time without increasing their responsibilities. How long do you think it will take before the employee becomes bored with their current job duties? Adding additional responsibilities and more challenging work will keep an employee engaged. It will also open up opportunities for training and growth within the organization. Providing additional and challenging duties will ensure that the employee will be groomed for a lateral or senior move within their organization, even if it is outside of their current department. Providing more challenging responsibilities will also make the employee feel as though you trust them with more difficult task. This will make them want to put their best foot forward and showcase their talent and abilities.

Get back on track. Have mid-year or quarterly reviews with your employees to see where they think they are in their career. This is a good way for both the employer and the employee to access where the employee is currently and where they need to be. Set attainable goals for both the company and the employee. Start implementing training programs for the employees. Even if you have a small organization that cannot afford to have a professional speaker or consultant come in a work with your team, there are tons of web based learning platforms to provide training for your employees. Partner with local organizations to take advantage of programs that are in your area. Most importantly, compliments and feedback are completely free. It cost nothing to say, “Hey that was a great suggestion you gave in the meeting today” or “You did a great job on that project, keep it up”. Those seemingly small words of encouragement can go further that you can imagine to ignite a passion in your employee to want to thrive within your organization. And maybe down the road, they will make the cut for the new opening or promotion.


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