Companies do not always have promotion opportunities available for talented employees. So, when a high-performing worker is looking for a promotion, how can you keep him or her engaged and provide ways to grow when there currently is no path to advance?
Harvard Business Review offers the following steps you can take to ensure a talented employee does not feel stuck.
- Be upfront. Perhaps low turnover or financial issues are delaying opportunities for promotion. Acknowledge the issues and explain the reasons. This can help shift the employee’s mindset from frustration to understanding.
- Listen. Give the employee space and time to react. Ensure you are there to support the employee and want to understand how he or she is feeling.
- Ask questions. Once the employee has had time to process, explore aspirations. Discuss what the employee finds exciting and skills he or she wants to build. Then, plan meaningful next steps.
- Devise a plan. Growth opportunities do not have to involve a new title. You can offer more responsibilities and increase the employee’s visibility and influence. Focus on opportunities that strengthen the employee’s skills and add value to his or her future.
- Advocate. Push for compensation or title changes that reflect the high-performing worker’s contributions. Even if you get small wins, it shows you are fighting for your employee.
- Be vigilant. Keep an eye out for signs the employee is disengaging. If you start to notice some distance, take immediate action by working to reengage him or her. If the employee chooses to leave, show your support.
