Hi! Working on building out a promotion process - would love to hear what your organizations process and philosophies are! Do employees raise their hand? Nominated by leadership? Tenure? Do they have to complete a business case? All feedback welcome!! Thank you!

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This is my favorite topic! I would suggest implementing an annual talent review process, including a 9-box. Leaders should come prepared with knowledge of each team members potential, performance, and their career desires. From there, facilitate a conversation around who has potential for what. The promotion process should involve the organization having a clear enough vision on where the org is headed in 3-5 years, a balance of employees raising their hand and the leader recognizing potential in individuals who may not raise their hand, and the organization having methods to prepare talent for the future.

You should start off by identifying critical roles that would be an absolute nightmare for the org if left unfilled. Create a profile identifying competencies and characteristics and measures of success related to the roles. Look within and outside of your org to fill

Happy to talk with you more about it for free! Knowing your industry, number of employees, roles, etc would help me give you an even better answer

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Would also develop clear guidelines and identify employees who exceed their original responsibilities and are constantly up-shilling while operating in a cross-functional with clear transparency on what it takes to get a promotion as being overly vague can open the box to wide to higher turnover as well as a double-sided sword.

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While leadership does play a big role, there should be clear competencies for each role and level to measure people’s performance beyond a qualitative aspect.

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