Select the ideal and ‘Best Employee for Job Promotion’ at your organisation

We are doing business in a turbulent time due to the economic and political crises that have affected the organisations operationally and financially. But those who are optimistic in their view to mobilize, stabilize and get back to normalcy in their businesses in the near future may be planning for expansion and intending to promote their employees for managerial or higher positions in their organisations or else hire from outside the company.

Uphill Battle Faced by Company Management:

As the heads of the companies and the Heads of the HR Departments, it may be an arduous task for you, when it comes to appointing a suitable person for the managerial position or other job promotions in your organisation. In striving to appoint the perfect candidate, most of the times it may be an ‘uphill battle’ for you and the management in arriving at a good decision. You may have two or more potential candidates lined for the new position. Among many other possible consequences of appointing the candidate of your choice, one definite outcome may be the candidates who are not selected, decide to leave your organisation. Hence, you have to focus on retaining all the candidates as well move forward to meet your current and future goals and objectives of your organisation with your decision to appoint the suitable candidate.

Handling job promotions in a felicitous manner:

You may wonder how to handle the job promotion aspect in your organisation in a ‘felicitous manner’, hence, I am penning down my words to benefit you and the organisations to make a wise decision.

When promoting your employee please do not look into the criteria of a ‘Perfect Candidate’ for promotion. Instead consider focusing on, ‘Ideal Candidate’ as ‘perfectionism’ does not exist in this business world.

When promoting an employee, you should think and act ‘rationally’ and avoid being emotional.

The value and importance of performance appraisal:

As a pre-requisite you should do the ‘performance appraisal’ for each employee whom you consider to promote in your organisation. The documentation associated with performance appraisals can clearly demonstrate that decisions on such matters as work assignments, transfers, job enlargements, job rotations, job enrichments and promotions and raises can be made on the basis of ‘Performance and merit’. When making appraisals consider to incorporate the following that are detrimental for the successful selection of the employee for job promotion;

First and foremost he or she should have a good work ethic. In other words he or she should be dedicated, determined, disciplined, punctual, obedient, loyal and follow the directions given by you and the management. He or she should be a dynamic, vibrant and pleasing personality.

In this crisis time the ideal candidate should have the ability to foresee change or change with change and create and manage changes effectively and efficiently to the benefit of his or her organisation. Secondly, he or she should be able to manage crises as well as nullify its affects in order to protect oneself, the team and organisation.

Thirdly he or she should be able to resolve conflicts that may arise when managing the team and business. Finally, he or she should be ‘resilient’and ‘persevere till succeed’ in the chosen endeavours.

Hence, the ideal candidate has to be proficient in change, crisis and conflict management.

Among the other requirements for the promotion the potential candidate should be a visionary person, able to effectively communicate upwards, downwards, laterally and externally, able to consistently prioritise work and meet deadlines, manages time well and wisely ability, ability to motivate, inspire and persuade others, have positive thinking and positive attitude, work well with the team and consistently putting the team’s best interest ahead of their own and ability to understand, tolerate and help the team members and should have patience and teach the team mates. He or she should work harder as well as smarter to get desired results to the company.

Most importantly he or she has to contribute to the ‘growing growth of the Company’ and thereby be a productive employee to the organisation. He or she should manage successes, handle failures and learn from mistakes and focus on his or her ‘Continuous Professional Education’.

He should also continuously develop him or herself and possess a ‘growth mindset’ and prove his or her worthiness for future work and promotions. He or she should be ‘solution oriented’ and not part of the problem, but rather a ‘partner in progress and prosperity’ and should help to meet the goals and objectives to fulfill or realise the vision and mission of the company.

Finally, the entire activity has to be cost efficient and you should be able to provide a successful career pathway to the successful employees in your organisation.

The promotion given to your employee should reflect in the ‘bottom line’ in your business in the Medium and or long term. Bottom line refers to your business’s net income, net earnings, or net profit.

CONCLUSION:

Do not wait for opportunities to recommence or develop your businesses. It is something like waiting for the waves to cease to swim or catch fish. Should there be no opportunities, create one. When there are opportunities there will be always challenges.

Hence, equip yourself to meet the ‘challenges and opportunities’ to ‘navigate your businesses to reach greater heights’, in 2024 and beyond. In my humble opinion, it is not necessary to always select your ‘top performers’, for job promotion. A top sales or marketing Representative may not be a good performer as a manager. However, there may be a few exceptional people who may meet your selection crieteria and expectations.

You will be the ‘Best judge’ for the selection of candidates for job promotions.

Hence, when selecting candidates for job promotions in your organisations be rational and wise.

Always, select the ‘ideal and the best employees’, for job promotions.

I wish you, the management, employees and your organisations success in your chosen endeavours.

About the writer: Maruthai Ravindhiran is eligible to follow the Certified Professional Marketer programme and the CPM Asia is the highest recognition of Marketers who have attained a competent level of academic and practical understanding of Marketing in the Asian region.

Ravindhiran is a Professional Marketer, Trainer and a Language Specialist. He is also a Specialist in Professional Communication Skills, Group communication Skills and Presentation Skills. He was the Former Treasurer, Editor and Assistant Secretary of the Pharma Promoters Association, (PPA) Sri Lanka.

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