Trust Your Instincts
When you’re interviewing a potential employee or considering someone for advancement within your organization, listen to your gut feeling. This is going to tell you what feels right and what doesn’t feel right. While the tips in this article can help you along the way, nothing trumps your own personal instinct and if you listen to it, it is always going to steer you in the right direction.
Begin with the end in mind.
As you’re considering this person ask yourself where you see them fitting in the big picture down the road. How can they evolve and grow with your business? Do you have enough work for them? When you consider these questions, what does your gut tell you?
There’s no magic formula for choosing candidates for promotion but there are signs along the way that someone is a good candidate (or not).
Pay attention to how your potential candidate handles situations that come up and how they process feedback.
Be sure to have the big picture in mind when you’re promoting someone. Consider how they can grow, adapt, and what their advancement means to the future success of your business.
Give honest and constructive feedback as early as possible.
If you wait for the official “90-day review”, you’ve missed the boat.
Look for people willing to go the extra mile and who are genuinely curious about the inner workings of the business. Clock-punchers and complainers are rarely a good choice for promotion.
Some people can pick up skills and abilities so quickly that they can do the work in half the time. Make sure you have enough work for these kind of people and give them more challenging assignments.
If you’re struggling on how to motivate and grow your team, reach out to us. We know a “one size fits all” approach doesn’t work for business. Different personalities and business models means that you may be facing unique challenges in your own business.