The construction industry offers solid career path opportunities, so it is not uncommon for employers to promote well-performing employees. Although promoting employees to leadership positions can be beneficial, if employees are not properly prepared, it can backfire.
The National Center for Construction Education and Research shares the following issues that may emerge when workers are unprepared to take on a leadership role.
- Untrained employees can struggle in unfamiliar roles. Employees sometimes are promoted based on their current results rather than being a good fit for the new role. Although the employee being promoted may have done well in the previous position, there is no guarantee the employee will thrive in a different role, especially if he or she is not properly trained. Each unique role in construction requires specific training and various hard and soft skills that may be new to a promoted individual. Do not place an employee at a disadvantage; be sure you provide the necessary training.
- Promoting a good employee creates a vacancy. Promoting an excellent worker creates a vacancy in his or her previous position. That loss of skill and manpower can affect your company’s projects and work quality. Companies with robust training programs are better positioned to have a pool of talented workers who can step in to fill the vacancy.
- Struggle can lead to discontent and turnover. A promotion may come with a new title and higher pay, but if an employee is not positioned to succeed, he or she could become dissatisfied and quit. This means you lose a great worker from the new position and from the previous position.
When done properly, promoting employees internally can be beneficial. It is crucial your company has a culture of ongoing training, upskilling and professional growth at all levels.
