Any business entity would resolve to hiring qualified people with good background and experience. Some entities process the hiring by giving series of tests, through evaluations and ratings. For some, they prefer promoting people from within the organization than hiring new ones.
Whether an employee is picked by intuition or by formal assessment, there are some people who get selected for favored treatment. Promoting an employee however, can cause conflicts and maybe difficult to handle.
Considering the said issues, any subordinate can still be given the opportunity to grow and be promoted as a continuing office practice. The upgrading system from within the organization also creates a highly-spirited working environment because of strong competition among employees. But there is the need to minimize the risk of special treatment for favored candidate for promotion and this can be done through the following suggestions.
1.) Selection of employees to be promoted must be done fairly, bearing in mind of the company’s requirements and qualifications in the selection process.
2.) Be honest and frank when there is someone given special treatment and ensure that the candidate is willing to accept the job and the responsibilities attached to it.
3.) Do not forget that there are other capable high-performing subordinates that can be tapped for upgrading or promotion.
4.) Favoritism can only be acceptable when the favored candidate has the qualities everyone in the organization will recognize as desirable and deserving promotable status as a clear cause for advancement.
Selecting favored employees for promotion entails a lot of well thought decision to avoid risking ones credibility in judgement.
Credibility is a situation wherein a person is worthy of trust and confidence. For an executive, credibility is acquired through good performance and attitude towards work and people. This is similar to an executive with good reputation.
A credible executive deserve the trust, the belief and support of subordinates as a result of being an effective leader. The following are some techniques as to how an executive can become credible and earn the respect of people:
a.) Act and respond to people’s needs fairly and consistently. Maintain good relations by being sincere and honest when dealing with people.
b.) Acknowledge hindrances for attaining personal as well as corporate goals, be able to determine a sound and workable solutions. Be confident in demonstrating conviction.
c.) Be constantly on-guard of emotional stability when dealing with people and in making decisions when confronted with unexpected personal problem and problem in the workplace.
d.) Be consistent in performing assigned task. Overcome delays and setbacks with renewed strength and push.
e.) Uphold “word of honor”. Do things when and how as promised like in the achievement of goals and objectives. Also, on matters that concern the subordinates.
f.) Assistance and guidance must be always available to people. They truly are grateful when their leader takes time to provide help and support in solving personal and work related problems. Subordinates put a high regard to a leader who understands and willing to help in their problems.
Performing a job will be easy when a manager has strong influence among subordinates because of his/her being credibility.
“If we doubt what we see, how can we believe what goes on behind our back?” This is according to old Chinese proverb.
Handling a rumor must be done subtly. To many managers, they believe that it is best to just ignore a rumor but it could be a dangerous practice. Uncontrolled rumor can possibly create problems in the workplace.
There are some guidelines that can help a manager cope better and effectively keep such from weakening departmental objectives.
- Update the subordinates on information about management that can affect them particularly concerning important changes at the present and in the future.
- Encourage subordinates to express their personal grievances, to share their ideas and suggestions concerning their jobs..
- Make every effort to trace the main source of a rumor.
- Communicate with subordinates regularly like when a system transition is in process, to avoid misunderstanding.
- Maintain high credibility and at the same time be accessible to subordinates for their concerns.
- Identify and give special attention to employee, whether confirmed or not, that exhibits negative attitude in the workplace.
- Anticipate problems and give subordinate insights to avoid confusion.
- Be honest when explaining about the confidentiality of some management information that cannot be shared with the subordinates.
- Be careful not to say anything that can be misinterpreted by the subordinates that may become to a rumor.
- Take the rumor seriously and respond to grievances promptly.
Handling a rumor can be easy if it is being worked out in an objective manner without subjective thinking.
Incoming search terms for the article:
Any business entity would resolve to hiring qualified people with good background and experience. Some entities process the hiring by giving series of tests, through evaluations and ratings. For some, they prefer promoting people from within the organization than hiring new ones.
Whether an employee is picked by intuition or by formal assessment, there are some people who get selected for favored treatment. Promoting an employee however, can cause conflicts and maybe difficult to handle.
Considering the said issues, any subordinate can still be given the opportunity to grow and be promoted as a continuing office practice. The upgrading system from within the organization also creates a highly-spirited working environment because of strong competition among employees.
But there is the need to minimize the risk of special treatment for favored candidate for promotion and this can be done through the following suggestions.
- Selection of employees to be promoted must be done fairly, bearing in mind of the company’s requirements and qualifications in the selection process.
- Be honest and frank when there is someone given special treatment and ensure that the candidate is willing to accept the job and the responsibilities attached to it.
- Do not forget that there are other capable high-performing subordinates that can be tapped for upgrading or promotion.
- Favoritism can only be acceptable when the favored candidate has the qualities everyone in the organization will recognize as desirable and deserving promotable status as a clear cause for advancement.
Selecting favored employees for promotion entails a lot of well thought decision to avoid risking ones credibility in judgment.
Incoming search terms for the article:
A sales trainer plays a vital role in any business organization. The job is to equip the sales people knowledge about the company, the products’ features and benefits. Aside from the basic knowledge, it is the responsibility of a sales trainer to determine the needs of the sales people for development training/s that will help enhance their selling skills.
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