New York, NY—If your instinctive answer is “of course,” you might want to think twice.
Whilte it’s essential to let employees—especially your superstars—know there’s good growth opportunity at your company. few things engender more resentment in a top-performing employee than having an outsider brought in over his or her head--especially if it’s for a job they are essentially doing already without the higher title and pay.
But when there’s one open spot and multiple people vying for it, the situation can become toxic if not managed properly, says this article in the Wall Street Journal.
Announcing job openings to all—online or otherwise—allows employees to see exciting new career opportunities, but pitting employees against each other can create a destructive work environment of politicking and backbiting that lingers long after the position is filled.
The bottom line for employers that don’t want their bottom line negatively impacted by toxic competition is to provide adequate support and guidance for those who don’t get the job. Small Business Trends says be honest: for the employee(s) who didn’t get chosen, outline both what they already do very well, and tactfully but clearly explain what they need to work on for the next promotion. See that and nine more tips for dealing with internal promotion politics here. Also consider whether hierarchical titles and reporting are even necessary in your organization. If there’s no real reason for it other than tradition, doing away with it and just having everyone accept more responsibility might be your best solution.
From the employee’s end, before applying for a promotion they need to carefully consider whether the new position truly fits their own long-term career and personal plans, not just its money and title. For instance, does the new position require longer hours or more travel or more administrative tasks than they’d like?
Top image: smallbiztrends.com