How to Evaluate an Employee for a Promotion
Small Business Consulting
Step 1 - Create a basic checklist that lists the criteria you’re looking for in a well-qualified candidate. For example,
your checklist may include “Meets customer service expectations; consistently meets sales goals; works well with co-workers; demonstrates leadership ability and learns quickly” with a checkbox next to each item. Check off each item that the employee meets.
Step 2 - Review the employee’s performance. Only promote employees who perform at a high level consistently. Don’t look at an employee’s performance for the most recent month; look at his performance during the past year. Assess an employee’s performance based on visible results, not on perceptions. For example, a sale’s associate’s effectiveness is seen by the number of products or services he sells; not the way in which he talks or attempts to sell products to customers. His total sales is a number easily measured, the way in which he speaks is not.
Step 3 - Consider the employee’s skills. A new position likely requires new skills. Ask yourself if the employee demonstrates those skills in his current position. If he doesn’t, it’s not likely he’ll demonstrate them in his new position.
Step 4 - Assess how well the employee adheres to company policy. Promoting employees who disregard the rules set forth by the company shows other employees that they needn’t obey company policy.
Step 5 - Evaluate the employee’s ability to overcome challenges and take on new tasks. New positions consist of new challenges. If the employee struggles with change or difficult situations, you may be setting him up for failure by promoting him. Determine whether the employee takes on new duties and responsibilities with a motivation to succeed or a lack of interest.
Step 6 - Consider the employee’s experience. Before being promoted to a new position, employees should have a wealth of experience in their current position. Experience helps employees better handle unfamiliar situations and assists the employee in transitioning to new positions. For example, suppose an assistant manager has been working in his current position for six months. It’s unlikely he can fill the role of general manager without running into major roadblocks along the way, because he doesn’t yet have enough experience in a managerial role.
Step 7 - Talk to rejected candidates about their evaluation. Help them become better fit for future promotions by explaining what they lacked and how they can strengthen their weaknesses. Do not sugarcoat the evaluation, but do not destructively criticize the employee either.
Source: smallbusiness
Patty Block, President and Founder of The Block Group, established her company to advocate for women-owned businesses, helping them position their companies for strategic growth. Charting the course for impactful, sustainable, profitable businesses, the beacon is control: of your strategic direction, your money, your time, your staffing, and your ability to bring in business. The Block Group brings together the people, resources and ideas that build results.
Small business consulting.
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