I do have an employee that she believe that deserve a promotion over the others employees due to the seniority.
2007-01-03 02:51:49 · 9 answers · asked by lpelaez 2 in Business & Finance ➔ Careers & Employment
Are you the person who would make the promotion decision or not? If so, do you think she deserves it? If not, then you have to honestly tell her why not and be ready with specific examples of a lacking performance, necessary improvements or whatever. Sometimes, in business, even if somebody is deserving, there might not be a place to which you can promote them, especially in organizations that have low turnover.
Also, I agree with a previous responder that, if her sole basis is that she deserves this based on tenure, you can take this opportunity to explain to her that, while that does count for something, it doesn't count for everything and just because you have been there a long time doesn't mean you get to "perform less" than the other people. But have your ducks all in a row. This sounds like the type of person who, if you don't tell her what she wants to hear, will run straight to HR and complain that you are "not being fair."
2007-01-03 03:03:42 · answer #1 · answered by lmnop 6 · 0⤊ 0⤋
I'm a manager and I am a firm believer that performance takes precedent over seniority when it comes to promotions. Unless your company has a specific policy on how to handle this issue, I would say promote the best person for the job. If it's not the senior employee, you may have to accept the possibility she will leave. But if she confronts you on the issue, you can use it as an opportunity to explain why you felt she wasn't the right person for the job and give general feedback on how she can improve so she is the right person next time.
I would also be very careful about promising a promotion if specific goals are met unless it is a regularly recurring opening.
2007-01-03 11:00:27 · answer #2 · answered by Justin H 7 · 0⤊ 0⤋
I hate seniority. People act like they don't have to work as hard because they have seniority. Everything should be based off of merit. Put the ball in her court & have her explain why she feels she deserves the promotion & what will she bring to the job. Let her voice her feelings & decide from there. If she still is not the best canidate give her things to work on & promote who deserves it. Tell her if she works on specific things you will consider her for the next promotion.
2007-01-03 11:03:24 · answer #3 · answered by shouldbworkn 3 · 0⤊ 0⤋
You can explain to the employee that senority is simply not enough for a promotion. If the employee is doing superior work, then by all means promote, if not, stand your ground. The question is do you value loyalty as much as outstanding work?
2007-01-03 10:59:57 · answer #4 · answered by Dancer3d 4 · 0⤊ 0⤋
Ask her to show you examples of why she deserves the promotion, i.e. customer reviews, saving the company money, etc. Seniority is not a 'reason'.
2007-01-03 10:55:24 · answer #5 · answered by M 2 · 0⤊ 0⤋
That it? Seniority? She would need a few other attributes for me to promote her than she just been there the longest.
2007-01-03 10:53:25 · answer #6 · answered by Drew P 4 · 0⤊ 0⤋
If she knows he stuff and always on time and not a clock watcher then give her the promotion....
2007-01-03 10:59:43 · answer #7 · answered by Gypsy Gal 6 · 0⤊ 0⤋
they are seperate from any other employees, if she deserves it on her merit give it to her, if its just because she has been there longer, bleed her.
2007-01-03 10:55:09 · answer #8 · answered by Stavros Internationalios 1 · 0⤊ 0⤋
when someone has senoirity if you hire someone with less over them you should at least give them a raise or some kind of compinsation.
2007-01-03 10:54:50 · answer #9 · answered by 909donna702 2 · 0⤊ 0⤋