NOT promoting from within - advice on how to handle?
EDIT: Thanks all who replied. I work for the Courts so the Judge will actually have the final say but my input is strongly considered. Both employees are fairly young and have been at the office for 3 years. They know the basic ins and outs of the actual job, but they have a lot of bad habits ingrained from previous leadership (poor customer service skills, negative attitudes toward clients, and a general attitude of doing the bare minimum, not reaching out and working toward growth and development), which is what makes the Judge and myself feel they are not ideal. We have received no candidates with experience directly related to the job role and at this point, it's more about personality fit, mindset, and soft skills than experience. I've only worked with them for about 5 months so maybe they could rise to the occasion if given the chance but it feels risky. Especially since the issues were addressed with them on several occassions before I came aboard and little change was made. It's a tough situation!!!
I'm a brand new Director with no prior leadership and was put in this position to change our office culture. A blessing in disguise has been that the person who was the main problem resigned but now I need to hire. I only have 2 staff and both desperately want the promotion but are not really in the running. It boils down to moving the office culture in a more positive direction. Is there a good way to address this??? I like both and know it will create hard feelings. Any advice is appreciated!
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Anonymous
Utilizing a clear job description could be a BIG win for your current team and your addition. Here's the why; the 2 current workers will get to learn the areas that they can grow for future career paths, and you will then get to hire someone who is ready. Caution, it has to be very clear that you have hired someone who is clearly a reflection of the job description. Now you will fall into an area, does this external hire have to be able to check off all the boxes, long history on that topic alone, but your new addition needs to really show their skill set and style to be a reflection of the culture you are moving to. Do your best, learn from this, and keep moving forward,
Sue Gordon- retired Career Coach
I agree with Heather-- if they aren't ready, then the job description should reflect that. You can help them to see what is needed, and help them create a map to help them achieve that goal. Let them know you like them-- be specific as to what you value in each. Give warm fuzzies.
When you do hire, make sure the person selected is clearly more qualified than your staff- it will be hard for them accept if you hire someone with similar experience to theirs- then you will have a problem.
Do involve your teammates in the process- include them in a group interview, or have them have lunch with the finalist(s). Solicit their feedback. That can help.
Here's what not to do: Do NOT offer them an interview "to be nice" because they work there. I've seen this done many times-- staff member doesn't stand a chance, but they are offered an interview anyway-- giving the person a sense that they do have a chance. Explain to them up front why they won't be considered, then involve them in the selection. Do not give them false hope. What seems "nice" is actually rather cruel (unless you would consider them).