Deserving employees should move up the corporate ladder. You want to keep them in the team and make them realise that you value them. The problem is that plenty of employees might deserve to take the post, but there are only a few spots available.
Before you promote anyone, you should be clear with the standards. Sure, the management team decides who moves up, but you should still show that the process was fair. These are some ways to be more transparent in doing promotions.
Inform everyone about the standards
If there are leadership roles available, you need to let employees know what the standards are. You can also inform those who are eligible to apply for the job. You don’t want to reduce the candidates even before giving everyone an equal chance.
Provide details about the post
Before you encourage employees to apply, you have to tell them what the leadership role entails. You want them to think if they’re good enough to do the job. You can also tell them what the possible rewards are. Even if others already feel satisfied with the pride that comes with the post, others need a monetary compensation. Otherwise, you can’t recruit the best people for the top post.
If you have a rigid application process, you need to tell those who want the job to submit documents. They also have to show the latest projects they successfully led. Let them know when you’re going to evaluate them. They can plan accordingly based on these dates.
Setup an interview date
You need to interview these candidates too. It’s not enough to decide based on the application documents alone. They don’t fully reflect the performance and capacity of these employees. You want to know if they’re suitable for the job based on the attitude during the interview. Besides, there will be a panel that decides the results. An interview would be necessary to give all applicants a fair chance.
Create a specific project
If you still have a hard time deciding, you can have a specific project where every applicant can take a leadership post. Judge them based on how successful the project turned out. For instance, if you want to organise a fun activity, let these applicants think of an idea. Partnering with a fairground hire company would be great. If anyone can think about this project and make it happen, it’s a huge plus. It entails a lot of details, and it will bring out the best or worst among these applicants.
You have to be cautious in determining who takes the leadership post. You don’t want someone who doesn’t deserve it to move up. Even if you already have a lot of excellent candidates, you should still pick the best among them. By being transparent, you can encourage more people to apply. You also maintain a healthy work environment even if you already made the final decision.
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