How HR Can Manage Employee Promotions

Categories: Advice for HR Professionals, Advice for Start-ups and Entrepreneurs
How HR Can Manage Employee Promotions

There is no roadmap to a fixed employee promotion policy. In what we call the “new normal,” some elements need tweaking when placing an employee a notch higher in the organizational hierarchy. This article talks about how HR should implement fair employee promotions in these “virtual” times.

Even in this challenging global situation, where work is mostly remote and virtual, there is no excuse not to tailor the employee promotions process. The same goes with job hiring, where headhunters and job seekers are still on the lookout for top talents, which is why they continue working with a recruitment agency in the Philippines.

A basic template or guide can be helpful in the assessment of your employees’ performance. It can reduce the gaps and set the base for a fair evaluation.

This guide will help provide tips on how HR can manage employee promotions:

1. Provide an advancement timeline

The timeline will help employees understand the amount of work and accomplishments they need to attain before becoming worthy of promotion. Knowing these will keep them motivated and do better in their jobs. You can use this to assess which employee is competent enough for a promotion.

Employee promotion is the advancement of an employee to a job position given their valuable performance, business contributions, seniority, or experience. Every company’s HR Department believes that ascension to higher ranks is the motivation that drives an employee to be more dedicated to getting the job done.

2. Offer different types of promotion

Promotion is not only limited to going one-step higher in the corporate ladder. It has different types that fit various instances.

  • Horizontal Promotion – This offers an increase in salary but little to no change in responsibility. It can be referred to as an upgrade for an employee, but not in hierarchical status.
  • Vertical Promotion – Employees will have a change in salary, responsibility, status, and benefits. The nature of their work can also adjust because of the change in their position. 
  • Dry Promotion – It refers to an increase in responsibilities and workload but neither in salary nor status. Employees do not immediately benefit from this promotion, but it could serve as a basis for future evaluations.
  • Open and Closed Promotion – Open promotion means that every member of an organization or team is eligible for the position. Closed promotion indicates that only particular members are qualified.

Performance rewards are one of the best strategies that a company uses to hone promising individuals in doing their best to meet the company’s goals and, at the same time, pinpoint who among them is worthy of a higher level job title. Consequently, HR’s employee evaluation continues to evolve to fit the times.

Employees can receive these promotions as long as HR deems them qualified. Different types of promotion are present to keep the employees motivated and working.

3. Seek the manager’s feedback

Before deciding on any employee promotion, HR must contact a manager who knows the position’s workings and has been involved with the candidates for quite some time.

The insights briefed by the manager can help assess the candidates even if the comments might have been biased or subjective. A favorable impression from the manager can help HR decide which employee to pick for the position.

4. Review employee performance

Employee reviews are stored in the HR system to track the employees’ data. HR can review these and consider the candidates’ past achievements and performance. Some companies have software for the employees’ data, but if the company does not have one, they should make sure to keep a copy on a file.

The new normal can be quite tricky for employee promotions. Different companies use varying metrics, and it is equally challenging for the managers or team leaders to assess employees without the physical aspect of performance evaluation. The only basis for the employees’ performance is through online interactions.

5. Assess the current and needed skills

Keep track of the employees’ skills—whether if it was something they already possessed or something learned through their employment. HR considers these to not leave a gap when picking candidates for promotion, for some of them may have acquired new skills and expertise required for the position.

6. Plan for the team and company restructure

During the promotion, a meeting among team members must be held, and promotion policy must be discussed. It is to ensure that people will understand how HR will decide the promotion. Other activities, such as retreat or roundtable discussions, can also be done, especially after the promotion, to remove any hurt feelings and for the team to continue doing their best.

New Normal Employee Promotions

The company’s employee programs and benefits should always be active even through tough conditions. Promotion opportunities are still part of the new normal. What HR needs is an essential guide to steer clear from the unfair evaluation. 

These steps, however, are impossible to do in one go. Therefore, HR should construct this system properly and carefully to avoid any gaps.

Ron Cullimore