Organizations are eager to reward their technical professionals. One of the ways they do this is to promote them.
This is sometimes a good idea, often it is not! Why Not? Technical professionals:
- Love their work and want to continue to do it themselves.
- Are often highly introverted and don’t enjoy a lot of “people interaction.”
- Could have trouble “reading” people.
- Often “talk over” employees not at their level.
- Don’t experience pleasure working through others.
- Frequently do not feel rewarded by a promotion to supervisor.
What can be done to ensure the correct employees are promoted?
It can be an excellent investment to conduct a workshop that includes assessments and activities that allow potential supervisors to determine their “fit” for the new position. Focus on giving a clear understanding of the role you are promoting into, the skills required to be successful, and talk it through with each of the candidates who are being considered for the promotion.
Without this kind of careful planning the organization faces:
- The loss of highly skilled technical professionals who leave because they don’t like their new position or fear “demotion.”
- Negative effects it has on the team morale or group dynamic.
- The loss of productive employees who don’t enjoy working for a boss who doesn’t enjoy being a supervisor.
Organizations cannot afford this kind of unnecessary disruption and/or turn over. A productive human capital investment demonstrates goodwill and consideration to the employee in question and saves careers, productivity, and money.
So take your promotions as seriously as you do your hiring decisions.
Their impact on your existing operation can be huge.