How to Deal with a Misjudged Promotion
Image credit: Alasdair Macleod
This month our HR Director, Kirsten Cluer, offers insight into how misjudged promotions can impact an employee’s performance.
If a manager notices that one of their employees is doing well in their job role and is demonstrating breadth and depth of knowledge, the manager will ultimately consider promoting them.
If the employee wishes to progress, the employer should take this on board and explore career advancement opportunities – and if a manager regards an individual as a valuable employee, then it’s worth doing this so that they don’t look to move elsewhere to gain promotion.
But whilst the employee may be doing particularly well in their current role, this doesn’t necessarily mean they’ll excel at the responsibilities that come with management, since this can require a whole range of different skills.
So, if the employee has already been given the promotion and is clearly struggling in their new role, what happens next?
There are a multitude of options available to employers looking to rectify a misjudged promotion, including management training courses and implementing a situational management strategy to name but a few.
Account management positions and responsibilities that don’t include direct people management may be suited for employees that still struggle in a management role.