Employee: I keep asking my boss what it will take to get promoted. You wouldn’t believe the creative ways she has not answered that question. And I just know that she knows the answer but will not reveal it to me. Why is this such a secret?
Sr. VP, HR: Well it’s August and I need next year’s Salary budget. (Meaning: determine who you will promote and add that higher salary into your unit’s requested budget.)
Not meaning:
Add the rationale for each person you believe is ready for and request promotion including: the higher level contributions he has made, the results of those contributions, how he has developed peers and others for better performance; plus, the preparation you have invested in him being ready to take on more scope/ scale. Also add the on-boarding plan you will use.
Manager of the Employee: How can I tell him he hasn’t been here long enough to be promoted? Even though, I admit, he does bring invaluable skills and insights to our unit’s work. Can’t he see that his peers have so much more seniority and they resent him already for being the young scamp who was born ‘digitally intuitive’? I wonder if I can stall him one more year?
Director of Talent Acquisition: I know I’m seen as a trouble maker, always asking questions about how we can do things better around here. I’ll just have to wait till it seems safe enough to bring up my recent thought about why do we spend so much time before hiring someone but there is no sensible process to vet promoting someone?
