DQ 5-2

DQ 5-2

1. Managers who encourage lateral relocations are open to finding the best fit for an employee and the organization.  They can see the big picture and do not hold onto talented employees who are unfulfilled in their current positions.  When organizations promote from within, it is important to support their employees throughout the process.  Potential promotion candidates can be identified by their willingness to learn from their mistakes, ability to add value, and are proven team players (Cannon, 2010).  The organization can start by providing leadership classes, increasing the scope of the employee’s projects, and providing mentors throughout the promotion process for support.  It is also important to hire people who have the skills necessary to be promoted and to help provide a pathway to success (Cannon, 2010).

As managers prepare their employees for promotion, it is important to groom them for success.  Below are tips for managers when meeting with their employees to plan their goals and path to success:

1.      Get feedback – Include the employee in the planning of their goals.  What steps have they already taken?  How does this small goal fit into your career goals?  What are some obstacles that you can foresee with this goal?  How often should we review progress?  Allow them to own their goals and become invested in the success of the projects and the organization.

  2.      Give them the why – Many employees are assigned tasks without an explanation of how these tasks fit into the big picture and benefit the organization.  Explain how this task will contribute to the organization and their impact on the big picture.

3. Constant communication – Do not just assign deadlines.  Set milestones and check in regularly to make sure they are making progress, on track and have the resources they need to be successful.  If goals change, communicate them immediately.  If problems occur, work with people toward a solution.

4. Make things fun – Set goals and track progress in a fun way.  Celebrate both short term milestones and long-term goals.

(Brennan, 2018)

I will interview for an internal promotion opportunity on Thursday.  It would be a step up of several grade levels and upper management is hesitant to trust me with the responsibility.  I am the only person within the organization that has the professional licenses, degrees, certifications, and experience required, but I have only been employed there for two years.  In preparation for this promotion I am working towards a masters degree, passed another certification exam, and took many internal leadership classes.  My supervisor and the new director gave me some leadership opportunities through projects to showcase my expertise and provided career advice.  Several external hires were completed recently for leadership positions that could have been filled internally and I am very nervous.  This class has done much to prepare me for the interview process and management responsibilities.  Thank you Dr. McGlory for the detailed feedback and insightful questions.  Wish me luck.

References:

Brennan, C. (2018, February 23). Top 7 Strategies for Helping Your Employees Reach Their Goals. Retrieved August 19, 2018, from https://www.insperity.com/blog/top-7-strategies-for-helping-your-employees-reach-their-goals/

Cannon, L. (2010, December 14). How to Promote From Within. Retrieved August 19, 2018, from https://www.inc.com/guides/2010/12/how-to-promote-from-within.html

2.

Often times, employees come to a point when they are ready to advance their position or develop their skills further. How can an organization support individuals seeking to relocate laterally within their organization or advance their careers by moving into a position of higher authority within their organization?

 

Organizations should provide encouragement and positive enactments for the individuals seeking to promote and reward their performance.  According to Dessler, (2016), companies can positively benefit from an individual’s lateral move with experience and exceptional performance. A company still have to establish guidelines for a promotion because of the laws implemented and to prevent discrimination.

 

Organizations can provide the employee with positive productivity reports, great recommendations and perseverance of character as a reference. 

 

According to Rohman, Onyeagoro, and Bush, 2018, managing promotion is an effective and powerful indication of a company’s success.  This encourages employees within the company to participate willing and effectively while offering a higher percentage rate of work if the integrity of the company is legit.  Organizations should care share their employee’s aspirations for obtaining higher positions within their company.

 

A lateral transition within a company increases your visibility to forth go new challenges and projects during the transition whereas enabling your ability shine as an individual.  Employees, during this time also retain insight on self-awareness by allowing the individual to accomplish new challenges and can in vision their future with the company.  An individual can also gain a great mentor in the transition allowing the company to growth by impacting lasting and positive effects on your career path.

References:

 

Dessler, G. (2016).  Human Resource Management (15th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. ISBN-13: 9780134235455

 

Rohman, J., Onyeagoro, C. & Bush, M.C. (2018). How You Promote People Can Make or Break Company Culture. Retrieved on August, 19th, 2018. Hrb.org/2018/01/how-you-promote-people-can-make-or-break-company-culture.