Promotion Myths Busted

on Saturday, February 9, 2013
Assumption 1- My manager promoted my colleague over me
The employee needs to invest time in working toward the promotion by acquiring skills, having a healthy discussion with the manager and also sensing opportunities. The employee needs to be patient, as sometimes it takes years to be ready for the next level. The employee forgets that even if your colleague has gotten promoted ahead of you, there is no   certainty that he/she will be ahead of you in the long run. Sometimes, a person is ready for promotion, but there could not be any business case to promote the person. While it is such situations arise, it is also advisable that they keep on learning new skill and performing their best at the job.

Assumption 2- I have completed a stipulated tenure in a particular role; therefore, I am ideally eligible to move to the next level
A promotion is a form of recognition for employees who make significant and effective work contributions. Individual contributors must be eligible for promotions that recognize and reward their role as contributors. If experience becomes the sole criterion, it may not necessarily be fair and one my lose his/ her hard work will go in vain if experience is given precedence over results. Thus, performance-based promotion serves as a strong incentive for the employee to work harder.

Assumption 3- My ‘technical’ skill will guarantee a promotion
EQ-related skills are equally important today. One’s attitude towards work, initiative-taking skills, communication competencies, etc are soft, yet critical skills-sets needed to excel. Being able to reinforce team work, engage in collaborative efforts, ability to deal with ambiguities, are some key traits that will reinforcing hard work, leaders should take the time to educate employee of the traits that are critical to move ahead. Clear articulation of these ‘additional’ traits will contribute towards enhancing the standards of the talent pool.

Assumption 4- Older employees are resistant toward young managers
The young leader has to prove that he/she has the capability to lead by example, hard work, and commitment. The older employees will eventually come to terms with the new manager and the company’s decision to promote him/her for the position. If the person promoted is a good leader, he /she will have the ability to command respect from all employees reporting to him/her, irrespective of age. (My

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