CTO Fraction

A staircase in a modern corporate office leads upward to a completely solid, unbroken wall with no openings, symbolizing the concept of 'How to Promote Internally' and the potential dead-end paths due to poor planning or execution.

How to Promote Internally - 9 Ways to Do it the Wrong Way

Are you thinking about how to best promote someone internally? Promoting from within is a powerful strategy for creating growth and loyalty within your company. However, executing internal promotions incorrectly can lead to demotivation, inefficiency, and even attrition. This guide outlines common pitfalls when promoting internally and explains why these approaches are ineffective. Avoid these mistakes to ensure your promotion processes are beneficial for both the individual and the organization.

 

1) Keep It a Secret

When promoting internally, skip the public recognition and do not recognize the achievement. Don’t make any company announcements and do not update the company website to reflect the promotion. Avoid any form of celebratory communication.

Why is this ineffective?
When an employee is not recognized for a promotion and their achievement is not shared with the rest of the company, or at least within the neighboring teams if it is a larger company, it is demoralizing to the person being promoted.

 

2) Maintain Their Current Salary

Another way to promote internally the wrong way is to not give them any salary raise. Keep their salary the same and even worse, don’t talk about it during any of the conversations leading to the promotion, or the ones after it.

Why is this ineffective?
A promotion is typically associated with increased responsibility, which should be rewarded accordingly. When we ask the employee to do more but do not compensate them properly it sends the message that they are not being valued.

 

3) Avoid Giving a New Job Description

Do not explain how their role and responsibilities have changed and what the new expectations are. Avoid setting clear objectives and avoid clarifying how the person’s performance will be evaluated in their new role. Also, skip describing what success looks like and keep them guessing.

Why is this ineffective?
Without a clear job description and defined objectives, the promoted employee is left in the dark about what is expected of them. This ambiguity can lead to confusion, decreased productivity, and frustration as they struggle to understand their new role and responsibilities.

 

4) Ignore Team Dynamics

Do not consider how the promotion affects team morale and dynamics. Overlook the potential changes in relationships and workflow within the team. Be secretive and surprise everyone after the promotion.

Why is this ineffective?
Promotions can significantly change team dynamics. This is especially true when employees used to be peers and now a former peer becomes the manager. It can also be the case when more than one person was interested in the same role, but only one got promoted. Ignoring this aspect can lead to resentment among team members, disrupt collaboration, and negatively impact overall team performance. A successful promotion should consider and address these changes. For example, open communication with the entire team before the promotion is finalized can be very helpful in maintaining a positive work environment.

 

5) Maintain the Old Reporting Structure

Do not change the reporting structure accordingly, even when that is necessary, keeping peers as peers. Avoid reassigning subordinates or adjusting the hierarchy to reflect the new role.

Why is this ineffective?
When promoting internally there are times when a change in reporting structure is necessary. This is especially common when someone is promoted from an individual contributor to a manager role, or a higher leadership level role. Failing to update the reporting structure can create confusion and undermine the authority of the newly promoted individual. It can also create a level of disrespect by their team members in regards to the newly appointed role. While the previous point explained the importance of considering team dynamics conversely, the wrong reporting structure should not be maintained simply to avoid upsetting other employees.

 

6) Withhold Empowerment

Do not allow them to autonomously make the decisions that the new role expects. Keep them reliant on their previous supervisors for approvals and guidance.

Why is this ineffective?
The right level of empowerment is important for a successful internal promotion. Without the ability to make decisions and take ownership of their new role, the promoted employee will struggle to demonstrate leadership and make decisions. This can make them less effective and can also lead to frustration and a sense of inadequacy.

Facing unique challenges when promoting from within?

These challenges can create roadblocks that slow down your company’s growth. That’s where my Fractional CTO expertise comes in. I provide guidance to help you smoothly navigate these transitions, optimize team performance, and set your company up for long-term success. With my support, you can focus on what you do best while ensuring your leadership team is equipped to move the company forward.

7) Overlook Adjusting Workload

Do not adjust their workload appropriately to reflect their new role. Expect them to fully own and handle their previous job, plus the new responsibilities associated with the promotion.

Why is this ineffective?
Overloading the promoted employee with both their old and new responsibilities can cause them to feel burnout as well as decrease their performance. Additionally, this type of situation can make them feel used by their employer and create a feeling of unfairness. If an internal promotion leaves a gap in the old position, the manager performing the promotion should have a back-fill plan for that role.

 

8) Ignore Their Future Success

Do not send them to any training or courses to boost their skills and set them up for success. Assume they will figure it out on their own.

Why is this ineffective?
Investing in a newly promoted employee can help ensure their success and, by extension, the success of the team and organization. Equipping them with the necessary skills is important for preparing the promoted employee for their new role. Sending them to courses, seminars, and online training can go a long way to ensure their success and demonstrate the commitment of the company.

 

9) Omit Regular Feedback and Support

Do not offer regular feedback and support during the transition and the upcoming weeks and months. Leave them to deal with their new role without any guidance or mentorship and expect them to be successful.

Why is this ineffective?
Regular feedback and support are critical during the transition period. Without them, the promoted employee may feel isolated and uncertain about their performance. Continuous support helps them adjust to their new role, address challenges, and develop their capabilities.

 

Conclusion

Effective internal promotions are very important in order to create a motivated and capable workforce. Avoiding these common pitfalls will help to ensure that promotions are successful and beneficial for both the individual being promoted, those around them, and the company. By recognizing achievements, providing appropriate compensation, providing  well defined roles and expectations, and offering necessary support, companies can create a thriving environment where employees feel valued and empowered.