For some business managers, they go through a dilemma of having to pick staff for promotion from a pool of staff. How do you identify a staff that is deserving and has positioned himself or herself for promotion?
How do you identify a staff that is deserving of promotion?
- Thread starter Kross
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First you need to follow the earlier agreement if it is by duration you promote those that have mert the years of service or if it is by hard work you check their track records to promote.
A staff that has repeatedly achieved results in his or her department is deserving of a promotion. I prefer to promote staff based on impacts than longevity.
I think every organisation has laid down systems and structures for promoting staff. However, unusual promotions should be given to staff that have excelled continuously in their roles and impacted the organisation.
Good work becomes prominent and it appear in all means like the overall performance of an individual shows as he required promotion for the benefit of company so we don't need to find them out.
A staff that have shown some level of excellence and consistency deserve promotion. Though, every organization have set down procedures they use to promote workers. For me a staff thst have dedicated a long period of time with an organization deserved promotion.
That's it. I don't believe that just length of time should give someone promotion. Being consistent in delivering results is also important.
Yes, aside being in a place for a long period of time another should be that the person is producing result and is quite effective
eLdavis
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When it comes to situations like this, you do not need to identify, the results they produce is the best answer to this.
If I am the manager or the director of a certain organization, the annual evaluation is essential. I will base the promotion on the employee's input - the overall performance. Another plus, is how the employee handles the interview.
Take assessment of those you think needs it for a period of time and come up with the right people
