When looking to promote internally for a role, how do you know whether you should be doing it based on seniority or superiority? Taking time out to interview team members and getting input is time-consuming, so many companies often go for seniority over superiority, but what does that mean for the actual talent in your business? Likelihood is that they leave as they become frustrated with the way in which promotions are earned.
Promoting based on seniority and in often many cases, length of service isn’t a very good solution to a problem. Also many businesses promote in this was to avoid difficult conversations with staff as to why certain people didn’t get the role, but a 10 minute awkward conversation or a years’ worth of inferior work? What would you rather?
You would hope that seniority and superiority in many cases would tie together giving you the best of both worlds, but this isn’t always the case. We here, promote based on talent rather than position or length of service and it’s something that has worked well in terms of team development and growth.
Here are some of the problems with promoting purely based on position within the company and some of the negative effects that can have on your business:
Our founder Paul Lees often says that he started this business but it is the talented team he built around him that has gotten it to where it is today. Your staff are your number one asset, look after them, make sure you know them and their skills. Push your team, challenge them and see who steps up to the mark, and when promotions are due, promote the people that deserve it, not the ones who have been in your company the longest. It’s the only way your company will grow and continue to be successful.