Six Factors to Consider Before Promoting an Employee

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How do you know it is time to promote an employee? Identifying internal candidates who should be promoted is not a walk in the park. Apart from using tools such as performance appraisals and reviews, it is also important to be on the lookout for character traits that distinguish a candidate from the pack. Some organizations who have embraced Talent Succession planning often compile a list of individuals who would take up the vacant roles when they arise. Below is a guideline that can help you identify employees within your organization who are ready for promotion:

  1. They have a good work ethic

A good work ethic is characterized by good prioritization skills, punctuality, consistency and commitment to continuous improvement. An employee who is always rushing to beat the deadline is a poor manager of his or her time and lacks the ability to prioritize. An employee who burns the midnight oil in the office is not necessarily the most productive employee. Research is increasingly pointing towards the need for productivity at work instead of long working hours. Sweden led the way a few years ago with an experiment on the effect of a 6-hour working week.

Toyota services in Gothenburg switched to a six-hour working week about 13 years ago and reported that the employees were happier and more productive as a result of this shift. Your organization may not be in a position to make the working day shorter but it should encourage a culture of balance.  Workers should work within reasonable working hours and be rewarded for respecting the limits of the working day and meeting their targets within those limits.

  1. They are oriented towards solutions to problems within the organization.

It is often stated that there are two types of people in the world: those who create problems and those who solve problems. An employee who works towards solving problems regardless of their position should be given an opportunity to exercise his or her problem-solving abilities. One’s ability to solve problems is often evidenced by creative thinking, eagerness to learn and implement new ideas and the ability to ask the right questions. Your organization should foster an environment in which employees can thrive as they solve day to day problems that are being encountered by the organization. A valuable employee does not always have the right answers to problems but he or she is willing to consider the possibilities and explore them.

  1. They are respected by their co-workers

pexels-photo-1438510An employee who is ready for a promotion easily earns the trust and the respect of co-workers through their diligence, ability to work with others and the support that they offer to others in the process of working with them. An employee who has already earned the respect of his or her co-workers will thrive when he or she is given more responsibilities since he or she will lead others towards the attainment of organizational goals. In addition to this, he or she will foster a culture of collaboration thereby minimizing the effect of toxic competition within the team.

  1. They take responsibility

Progress, not perfection is one of the key elements you should consider before promoting an employee. An employee who is ready for a promotion takes responsibility for his/her actions at work and has a clear sense of direction for the progression of his/her career. In every organization, decisions are made concerning the day to day running of the organization. An employee who is ready for a promotion makes decisions based on the company’s vision and goals. They have the company’s best interests at heart. Whenever such an employee makes a mistake, he/she does not shut down. They own up, learn from it and moves forward.

  1. They ask for feedback and take it well

There are very few employees who ask for feedback and actually consider it. If a member of your team is eager to get feedback and consider it, take note of their ability to listen to others. An employee who is keen on their current performance level, what they need to improve and what they need to do in a different way is not only capable of taking initiative but is also keen on growing beyond their current role.

  1. They seek opportunities to share knowledge

An employee who is keen on being promoted is not afraid of sharing knowledge with his or her colleagues. Such an employee will be enthusiastic about training new employees in addition to sharing the knowledge they have acquired in some aspects of the job with their team members. Sharing knowledge is an indication that the employee cares about the growth of others as well as his. Such employees also actively seek out opportunities to gain knowledge that will help them improve in their areas of weakness. They seek out resources from other departments and try out new ideas.pexels-photo-260024

At Crystal Recruitment, we make it our business to find the right talent for your company as we are a leading Recruitment Agency in Kenya. Talk to us today and let us help you find the right talent. We endeavor to work with candidates who have such qualities. 

TO HIRE OR NOT TO HIRE? HERE IS YOUR FOOLPROOF CHECKLIST

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Sometimes, hiring a candidate can seem like rocket science before the era of Google. You hire an experienced sales manager only for you to realize that the manager cannot handle the changes in market dynamics. You hire a candidate who seems to have immense potential as an executive assistant only for you to realize that the assistant is tardy and untidy hence he can hardly keep up with the demands of the job. What are the indicators or clues that an employer should be on the lookout for before hiring a candidate?

Hire a candidate who has the right potential

Potential is often defined as the ability to grow and adapt to different working environments. It is easy to weed out the candidates who lack potential during the preliminary stages of an interview. However, determining whether the candidates possess the right kind of potential takes skill. Globally, jobs are increasingly subject to change due to the fast-paced nature of advancement.  A good employer knows that uncertainties are a part of the future hence he or she hires with that in mind. Look for interview questions and assessments that bring out a candidate’s inquisitiveness. Ask candidates about practical steps they have taken to learn something new and apply it in their field. Having the right potential is demonstrated through one’s eagerness to learn in order to reach one’s full potential. A candidate with the right potential is competent, curious, insightful and engaged. A candidate with a few years of experience may have more potential than a candidate with many years of experience. A candidate with the right potential does not want a new job because he/she “can no longer learn anything from their current job”. Instead, he or she wants a position in your organization because it is in line with his or her career goals.

Hire a candidate who understands their career trajectory

Some candidates are one disaster away from a career head-on collision. Their career journey is a random doodle with no goals, ambition or direction in sight. Other candidates know where they are headed, why they want to head in a particular direction and how they are going to get there. Job hopping might look like it is in vogue but from a recruitment perspective, it might also speak of indecisiveness and red flags in one’s character. There might be a shortage of permanent jobs in this economy so it’s okay for one to have some temporary jobs in one’s resume. However, if the stories behind the departure from one organization to another do not add up, then there is a problem.

Hire a candidate who can ask good questions

The wise man, as it is often said, poses the right questions. A candidate who asks questions for the sake of asking questions might be a disengaged candidate who is not curious. A good interview is engaging because it is a two-way conversation. Be prepared to answer a candidate’s questions with clarity and honesty. A candidate’s questions can be an indicator of the candidate’s ability to think creatively and learn. It is also an indicator of whether the candidate is eager to join the organization and bring new ideas.

Hire a candidate who is passionate and determined

Does the candidate have new ideas that can be applied in solving problems in your organization? What practical steps would they take to bring that idea to life? How would the candidate counter the legal/ economic challenges that might be encountered in the course of the implementation of their idea?

Sometimes, the most determined and passionate candidate who would be the right fit for the job does not have the academic skills required for the job. A good programmer might have coding skills that he or she learnt through open courseware on the internet while he/she was working at a restaurant to make ends meet. Such a candidate might lack some of the technical skills but their passion and determination makes them an excellent fit for the position. A good project coordinator might have the right skills and attitude but he or she studied biology as their first degree then took online courses in project management.

Do not hire a candidate who is overconfident and proud

Confidence is essential in successfully executing any role. Overconfidence, on the other hand, is a success killer. A candidate who is overconfident does not understand the importance of taking calculated risks. He or she does not know the limits of what they know and the importance of acknowledging that there is a lot to learn. Such a candidate will overpromise and under deliver, take unnecessary risks and constantly pass the buck to others instead of taking responsibility for their mistakes. Ask questions that will help you determine whether a candidate knows their limitations and is willing to seek help where it is necessary.

Do not hire a candidate who brags about other job offers

If a candidate is bragging about other job offers, then he or she should probably be allowed to pursue other job offers. A candidate who brags about other job offers is manipulative and greedy. He or she is probably trying to arm twist the organization into offering more in terms of monetary benefits by overstating the value that he or she would bring to the organization. Bragging about other job offers is also an indication that the candidate will accept other job offers using your organization’s offer as leverage.

 

Are you looking for talent with the above qualities? Do talk to us.

Crystal Recruitment is a leading Recruitment Firm in Kenya, with presence in Uganda, Tanzania and Rwanda and a reputation of getting the right people for your open vacancies.