When you have a team that works together without any problems, you’ve put together a beautiful thing. Fostering proper teamwork and commitment can take months and years to manage, assuming it ever happens at all. Changing the makeup of a team is sometimes necessary, but it isn’t always welcome. If you feel as if someone within a team deserves a promotion, here’s how to make sure you do it in the right way.
1. Choose the Right Person
Nothing kills a team like picking the wrong person for promotion. The right person is the person people look up to and respect. It’s not about who you’re friends with or who you like the look of. The opinions of the rest of the team must come into it. You don’t have to ask them directly, but you do need to make yourself aware of all the relationship dynamics in play.
Nothing hurts a team more than someone undeserving who gains a position. It gets worse when you pass over someone else for a promotion instead. Don’t go against the look and feel of the workplace. If someone is well-respected and deserves a promotion, give it to them.
So, how do you choose the right person?
Don’t put out a call for people who want a promotion to a certain position. Gradually offer more responsibilities to your chosen candidate so they can prove themselves. This will make the process slower and easier to take. A quick transformation of an entire team’s makeup causes too much unnecessary disruption.
2. Balance the Team
Okay, so you want to put someone in the right position. Now you have to address the balance within the team. Anytime someone wins a promotion, there has to be a change in the skillset of the team and where each person fits in.
For example, someone has to take over that old position. You have to pick the right person for this, too. Too many bosses fail to take into account the shifts of the rest of the team. They think it’s about changing a single person’s position. This is not the case.
Weigh up what gaps are left behind by this person’s promotion and fill them appropriately. Leaving the team with clear deficiencies is only going to make it harder for the team to continue as they did before.
3. Watch the Situation Closely
Now that you’ve promoted someone, you’re ready to get back to work. It’s your duty at this point to monitor the new situation. Make it clear to the person promoted they’re on a trial period. If things don’t work out how they should, they should know things can revert to how they were before.
After a few weeks, you’ll be able to get a feel for how things have unfolded. If matters have taken a bad turn, it’s time to reassess the situation. A promotion isn’t a concrete thing. It’s a slow process and the person (as well as everyone else) needs time to bed in.
See also: How to Handle Difficult Employees
So, now you know how to promote someone without hurting the rest of your team. Although we’ve clearly detailed how to do it here, this doesn’t mean it’s a difficult situation to handle. Promotions tend to come naturally. A boss who’s in touch with his or her employees will already know who the perfect candidate is to start with. It’s not like bringing in an entirely new member to an organisation.
As long as you’re experienced enough to keep your finger on the pulse and watch out for the warning signs of discord, promoting someone and maintaining a great team is easy.