Congratulations Graduate! 5 Key Steps to Employee Promotion

May is an exciting month where we celebrate many types of graduations. You may have attended a kindergarten promotion, held a reception for a high school graduate or purchased a congratulatory card for a new college grad. Graduation ceremonies emphasize past accomplishments and challenges that have been overcome. They recognize the transition that occurs in significant stages of life, where a college student can draw upon the sum of their schooling and seek real world application. . . in other words, get a job!

It is easy to recognize and celebrate academic graduations, but what about promotions among your valued staff? Recent graduates and seasoned workers alike desire validation for their efforts. After all, hard work that goes unnoticed won’t continue indefinitely. According to the results of the SHRM Employee Job Satisfaction and Engagement Survey, employees that feel like they are serving a purpose and have meaningful work will be more engaged, give more and generally be more positive. All attributes that will positively impact your business!

Your organization may find value in setting aside time this month to consider your key players and how they can be nurtured and developed further.

5 Critical Steps to Employee Promotion

1. Ask “What skill or program would help you do your job more effectively?”
   Encourage your employee to identify what skills, trainings or programs would help them in their job. Investing in their continued education shows that you value their contribution and motivates them to succeed.
2. Ask “How would you like to develop in your current role?”
   Listen carefully to how the employee answers this question to better understand where their interest and passion lie. Are they aware of potential growth within their position?
3. Ask “What position or role do you aspire to?”
   Use follow up questions to understand their short term and long term career goals. Many employees struggle to answer this question honestly because they don’t see staying with their current employer long term. If you truly wish to retain a team member in the long run, it’s in your best interest to share your vision of their future success within the organization. It can be difficult for employees to see how job titles and positions can change over time, especially if the positions don’t exist currently. Help your team see their role within the organizations and make sure they understand behaviors that would facilitate a promotion.
4. Identify ways you can help the team member develop.
   Given the feedback you received, determine what you can personally do to help your employee grow. Perhaps you can assign them a new project that will allow them to stretch their current skill set. Support their desire for further growth by sharing trainings or certifications they could earn. Review these 6 tips for increasing employee engagement to keep your key players happy and productive.
5. Follow up!
   Once you have identified your key players and talked to them about their plans for development, don’t forget to follow up. Check back in occasionally to see how their plans and perceptions have changed. Performance reviews are a natural time to ask these questions, but remember to have this type of conversation year round. If you notice growth in their skills or positive development, tell them! Positive recognition is important for happy and engaged employees. Continue to ask how you can help them to do their job more effectively and be prepared to back up your words with action.

This month, try to see your team as students and help them identify what courses they need for graduation! If you can help them see the value in their work and their future in your organization, your time will be rewarded with better engaged and more productive employees. After all, the future is BRIGHT when we spend time developing others, promoting others and encouraging them!

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Kristin Scott

President at Scott Human Resources

Your enthusiastic HR expert! After more than 20 years in the human resource industry, Kristin is motivated by providing real solutions for HR challenges and building relationships that last.

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