How to Assess an Employees’ Potential for Promotion

The success of a company depends not only on their clients but more importantly, on their employees who work towards achieving the goals of the organization. This is the reason why you must keep your quality employees through a strong retention strategy that may include rewards and opportunities for promotion. In doing so, below are some of the ways on how you will be able to assess an employee’s potential for promotion.

Job Satisfaction

You can assess an employee’s potential for promotion by observing whether he or she is highly satisfied with his current role. This is because their performance level is a direct reflection of their job satisfaction. In this case, observe whether they are punctual and have good attendance or whether they meet deadlines without any issues. Also evaluate if they have a good attitude, if they are eager to learn new things, or if they get along well with others.

Skill Level

Another way to assess your employees’ potential is by evaluating their skill level. When you decide to do so, you should refer your employers to experts such as Practice4me and they will conduct the necessary tests, inform you and advise you on your employees’ results. Aside from this, it will also help if you will once again go through their resume and review their educational background, as well as previous job experience to ensure that they will have the capability and the credits necessary to handle a higher position for your company.

Ability to Work Under Pressure

More often than not, higher positions come with higher stress and greater pressure because of an increase in responsibilities. In this case, it will be a good idea to go back to the track record of an employee and review how he or she was able to perform under pressure in the past. Also, review the results of his or her output then to know whether they were still able to deliver quality results or otherwise. An employee eligible for promotion should be able to get the job done even under stress and pressure.

Team Player

Finally, also evaluate whether an employee is a team player. The reason behind this is that the marks of being a leader ready for greater responsibilities are those who can help the team ensure that the job is done, rather than merely dictate on how it should be done. In this case, it is a good idea to collect records of the projects that your employee has handled individually, as well as those that he or she handled along with a project team.

In conclusion, make sure that you set promotion guidelines for your employees for transparency purposes. After this, make sure that you also schedule performance evaluations to assess various areas such as your employees’ job satisfaction, skill level, ability to work under pressure, as well as their capacity in becoming a team player. You also need to ensure that you develop a response plan for promotion requests. All these are geared towards ensuring that you retain your strongest employees.