I am seeking your advice on a tough decision I need to make.

73 Comments

1. Barb HansenSeptember 3,2024 at 5:35PM UTC

   That is a tough situation - welcome to management, where tough situations run amok :) Here are my thoughts: How long is it until you can promote the other person? Next year or five years from now? Is there an opportunity to give an annual bonus to the person who wasn't promoted to reward their hard work? (this will only work if the opportunity for them to be promoted in the near future)Although it shouldn't be the only reason to promote someone, seniority means something and promoting the less-tenured person could have larger impacts to your team. Will the more senior person leave the organization and what's the impact to your team if one of them leaves the company? Is there an opporturnity for the more-senior staff member to receive mentoring or formal courses on the aspects of his role that you see him being "less-than" (my words not yours). And are you sure that both team members want to be promoted into a new role? I'm assuming that the promotion is related to a new role but perhaps it's a title changed and a wage increase but not a substantive change to their job role. I've managed plenty of people who are very happy in their current roles and although they are eager to receive a higher wage and perhaps a job title honorific increase, they did not want to be promoted into a more senior position.

2. Paula Manczuk-HannaySeptember 3,2024 at 5:50PM UTC

   Do you have the ability to establish a more objective process? Interview each candidate with a small group of key stakeholders? As someone else mentioned, maybe make a checklist to help determine who is better qualified. Seniority should play a role but should not necessarily be the only deciding factor.

   The final decision will be better received if everyone (not just the two candidates) perceive that the process was fair.

3. AnonymousSeptember 3,2024 at 7:28PM UTC

   I would go with the senior employee he has proven his worth and his loyalty he has worked hard for longer time at the company, the newest person I would think would understand that and seeing the senior person who deserves it get means that hard work pays off

4. JB09718September 4,2024 at 5:09AM UTC

   Personally, I would promote the senior employee. He sounds invested and consistent. Reserved doesn’t necessarily mean a bad thing, he could just be taking time to provide meanigful and well thought out responses. If you’re really unsure, just pull him in on a decision or problem to see how he approaches it.

   Newer employee sounds like she has great potential and I wouldn’t want to lose her. I would throw her a special project or added responsibility and give her some more room to grow. (And make sure to compensate her for the additional work!)

5. AnonymousSeptember 4,2024 at 12:22PM UTC

   Is there a difference between raise and promotion?

   does promotion mean change in title and significant increase of salary and responsibilities?

   Does raise mean an increase there’s a increase of pay base on previous performance?

   what qualifies individuals for promotions ?

   Is it possible to increase one person by raise and promote the other one?

   Are they both interested in the additional responsibilities that come with a promotion or just a raise?

   How are promotions determined in general?

   Has the person who’s been there longer been over looked in the past?

   Does The company have a Rubric to help direct in the areas of awarding promotions. To be fair, much consideration is needed.

6. Cindy GloverSeptember 4,2024 at 6:25PM UTC

   Great perspective and questions….

7. AnonymousSeptember 4,2024 at 12:40PM UTC

   Have you talked to either one about their career aspirations? Is it possible that the one with more seniority isn't interested in management (or lead) positions and prefers being an IC? It would be prudent to talk to them before deciding, especially if the promotion is to a management position and minimizing the IC duties. That conversation could help you decide. If you promote a candidate with less seniority to a management position, talk with HR about giving the other candidate a title boost (to lead or Sr. IC, for example) and a nice raise. This is an excellent way to ease him into management for the next time a management position becomes available if that is what he wants.

8. AnonymousSeptember 4,2024 at 1:03PM UTC

   Perhaps speak with them about career aspirations and skill sets? Does HR have personality tests (Myers Briggs, 16 personalities, DISC, Clifton, Kolbe, etc.) ? Both these could help you make an informed decision. I agree that you don't necessarily promote based on how long someone has been there, yet some go-getters are only good in their current job and may need to learn more about the company or management. Would they still report to you if promoted? It sounds like the promotion would mean one is in charge of the other. How do they work together?

   If promotions and other jobs come up at your company, you may be able to help them both (one on your team one may move). You're right, how you handle it matters. They may want to leave your team/ company based on this choice.

   Good luck!

9. AnonymousSeptember 4,2024 at 2:36PM UTC

   You should reward the employee who has been there the longest. In this economy who wants to speak up?

10. Catherine WallaceSeptember 4,2024 at 2:45PM UTC

    Run a fair and transparent process.

11. AnonymousSeptember 4,2024 at 3:00PM UTC

    Could it be your quiet introvert is solving his/her issues by themself while your social extrovert is unable to do it without your help?

12. BarbaraSeptember 5,2024 at 2:08PM UTC

    Oh good good point. Have seen that a million times.

13. AnonymousSeptember 4,2024 at 3:43PM UTC

    Promote the one with seniority. Groom the one who is an up and comer for the next promotion and give her the reasoning that she is not ready yet but is on a good path.

14. Cindy GloverSeptember 4,2024 at 6:22PM UTC

    That’s pretty crappy as it’s so terribly hard to find good employees these days.

    i hope HR takes this into account when another company is paying what they are worth.

    and what a position to put you in.

    I too would go with the one with seniority but only after fighting with your manager and/or HR to figure it out and give them what they deserve (not implying you haven’t)

15. sandra zeeSeptember 4,2024 at 6:22PM UTC

    Honesty is the best policy. I would go with candidate two as they are the better person for the job, and be candid with candidate one on the piece they can improve to be considered for the next promotion. Or you could go with candidate one, and go over what skills they need to develop to better do the new job.

16. AnonymousSeptember 4,2024 at 8:31PM UTC

    Boy would I hate to be the longer term employee who has consistently put in the effort to deliver excellent work only to be bypassed for a more vocal newcomer. Especially if you haven't coached him to speak up and voice concerns. Be very prepared to lose that employee and/or suffer a blow to productivity, b/c he'll be looking for new employment where he will be valued. Think now about how you'll deal with the void and extra work he'll leave behind.

    The newcomer may be a quick learner and also good at what she does, but you'll need to explain to her that you want to see her promoted in the future as well.

17. AnonymousSeptember 4,2024 at 11:56PM UTC

    You seriously ned to ask which one... If I was the tenured employee and you promote newer employee because they more upbeat, I would quit. Sounds like you are showing favoritism...DO THE RIGHT THING.

18. Nancy CincottaSeptember 5,2024 at 12:52AM UTC

    Part of your role is to develop talent. Have you coached him to be more outspoken about concerns needing to be addressed? If not, you should start. You can’t penalize him if you have not communicated to him your expectations.

19. AnonymousSeptember 5,2024 at 9:25AM UTC

    Sounds like favoritism to me.

20. AnonymousSeptember 5,2024 at 9:26AM UTC

    And, I would not want to work for you if you are not a good communicator of what it takes to be promoted. Sheesh.

21. Maggie StoneSeptember 5,2024 at 12:14PM UTC

    3 years seniority and excellent work sounds like the winner. If you’re ever questioned, you can explain that the decision was based on seniority.

22. AnonymousSeptember 5,2024 at 2:04PM UTC

    Seriously? You’re struggling? If you don’t promote the one with seniority you are making a huge and unfair mistake IMO. Not only will you insult the loyal hard worker you will send a signal that this dedicated work ethic is not appreciated and any charming young go getter can easily fly past their more seasoned workers. The younger one will be great and ready for the next promotion and continue to learn and grow. The seasoned professional will be excellent in the new role and a mentor to others and an example of great work ethic. Wake up. I’ve seen this stuff sour morale and create lots of resentment throughout. Good luck

23. AnonymousSeptember 6,2024 at 1:39PM UTC

    You’re bringing your personal experiences and negative emotions to this request for help. A lot of what you stated has clearly happened to you but is not evident or even implied in the original post. This type of response is not helpful to someone looking for advice. I do hope you feel better after emotionally dumping on this thread.

24. AnonymousSeptember 6,2024 at 1:52PM UTC

    Oh and whose experiences should we be discussing? There is nothing mean spirited in telling the truth and sharing experiences. Thats what this forum js for. Some of us are more direct and that’s what makes it interesting.

25. AnonymousSeptember 5,2024 at 2:44PM UTC

    With all due respect and fully aware that I may be making my own assumptions, something about this situation strikes me as a bit ageist. If you have a longer-tenured, consistent employee who is reliable and, it seems, well-respected, why pass them over for promotion in favor of someone who happens to be more spritely? If the bubblier employee and the longer-tenured employee will be on the same team, then the bubblier one will still have the opportunity to contribute and the two will have the opportunity to learn from one another. Please be fair and give due credit to the employee who has been there longer and has proven themselves.

26. Julie ESeptember 5,2024 at 2:47PM UTC

    If you promote the newcomer, the one with seniority will leave. I l know I would and the faster the better! Think about the manage that sends to any other employees you manage. You’re basically telling them their hard work and dedication mean nothing because you prefer the shiny new toy. To me, the decision is obvious.

27. Jennifer WSeptember 5,2024 at 2:48PM UTC

    As a leader who has made these types of decisions, I consider GWC - do they “Get it” (understanding, knowledge), “Want it” (are they pursuing the promotion and actively developing themselves up/taking feedback and coaching, volunteering for stretch assignments ), and the “Capacity to do it” (do they have the skills and capabilities required in the promotional role as well as to continue progressing in the future beyond that role).

    Others who’ve commented are saying not selecting the person based on seniority is favoritism, but I believe it’s the opposite. Time and time again, I’ve seen people promoted based on seniority and it was the wrong move. Just because someone is more senior does not make them more qualified. And promoting people signals to the team and organization that they are “top talent” and could be considered in the pipeline for leadership progression.

    Based on what you described, the newer person (you didn’t say they were new, just not as senior as the other person), is exhibiting more leadership capabilities and sounds like they are an amazing collaborator who helps train and coach others up. Those are qualities that make a great team member and leader (whether a formal leader or peer leader), and promoting them will signal to the rest of the team that contributing to lifting the entire team up vs. just seniority and delivering on assignments is highly valued and rewarded. They will respect this in the long run and also (hopefully) pick up those behaviors themselves.

    finally, I highly recommend the book “Radical Candor” for any leader, especially those in these types of positions. Unfortunately, you sometimes have to make these decisions - as you said, in this case someone is going to be left feeling poorly for not getting a promotion. It’s your job as a leader to do what is best for the team, because it’s better in the long run to risk disengaging one person vs. the broader team.

    best of luck in making this very tough decision!

28. AnonymousSeptember 5,2024 at 3:11PM UTC

    Does employee one even want the promotion? Does he know it's a possibility? Sounds to me like the second candidate is working towards it more.

    Maybe work with the employee that didn't get it for next time.

29. AnonymousSeptember 5,2024 at 3:46PM UTC

    If you pass over the person who has been there years longer it will send a message to the rest of the team that it doesn't matter that you have that seniority. It will send a message that hard work, (I'm sure this person has been cross-trained after 3 years and is doing more now than they were hired on for) doesn't matter. That reliability and sticking with the job doesn't pay off, and if it was me up for the promotion and didn't get it because you gave it to someone newer because she is more "fun"? I would probably not even come to work the next day and pack up my desk after I heard the news. Do they both know they are up for promotion? The newer person will see that a promotion is obtainable...AFTER they do their due diligence and when the time comes, then promote her.

30. AnonymousSeptember 5,2024 at 4:16PM UTC

    I think it's so interesting how many people seem to think seniority in a role means you're owed a promotion. For sure, if you're the senior candidate and you don't get the job, you're allowed to be upset and consider moving on. Just because you have seniority doesn't mean you're the best fit, and that's the definition of favoritism to me. It seems like you probably know what you want to do and are worried about perception. You might also consider asking another manager/director/something for advice -- Someone who knows your company and perhaps these people. Good luck!

31. AnonymousSeptember 6,2024 at 12:48PM UTC

    I would agree with your statement if the OP didn't explain that the one with seniority didn't deliver. However, he does good work and delivers. He is just not as vocal as she would like. Not talking too much is a plus for me. Personally, I would want someone who works hard, deliver results, and is reserved as a leader.

32. AnonymousSeptember 6,2024 at 6:54PM UTC

    The phrasing here implied to me (commenter you're replying to) that this person being vocal is viewed as a positive. We of course all have our own preferences :)

    Someone doesn't have to be doing *badly* for them to not be the best choice!

33. AnonymousSeptember 5,2024 at 6:51PM UTC

    When I read this, all I hear is you answering your own question. The more senior candidate delivers “excellent work”. So what if he’s more reserved? If he was outspoken or a complainer, you’d use that as a measure to not give him the promotion.

    it sounds like you’re struggling with your decision based on your own personality preferences-which is not fair to the more senior candidate. He’s put in the time and does the work.

    Do the right thing-unless you can provide there’s a more substantial reason not to. Sometimes, supervisor’s can harbor unconscious biases against employees.

    While you may not see it, your other employees surely can. She should work her way up in the company and not be promoted over a senior candidate for having the gift of gab! I hope this helps!

34. Dianne ASeptember 5,2024 at 8:30PM UTC

    Go with who you know, Quiet, long time, self aware and reserved is always the best ?

35. AnonymousSeptember 5,2024 at 11:24PM UTC

    Would you also consider if either were diverse hires? Both sound promising that both can do the job, who do you want to see grow? If one is diverse and wants the chance that would be a hire for me. The other person though does a great job but has climbed the ladder it seems. Or is not one to speak up then how would this person do when change needs to take place, hard call but help a person that wants to help the company and one that vocally shares their thoughts to improve.

36. AnonymousSeptember 6,2024 at 12:57PM UTC

    What do you mean by “diverse hires”? I don’t think a person’s immutable characteristics should trump their merit to do the work well.

37. Kimberly AnneSeptember 5,2024 at 11:36PM UTC

    Who needs the job more?

38. AnonymousSeptember 6,2024 at 12:36AM UTC

    Would promoting the person with skills unique to the team be beneficial? You’d never be able to teach that skill set to the other candidate. But you’ll be able to teach the person you promoted everything you know. It would be the best choice for your organization. Just a thought.

39. AnonymousSeptember 6,2024 at 1:46AM UTC

    What? I hope that you're never judged in that light. Wha at you think you know about them is a work personality, what goes on in life is not always known, and doesn't need to be. And who is to say 'who needs the job more?" No shade, but this is a major no go.

40. Pam BinghamSeptember 6,2024 at 12:17PM UTC

    Not a factor you give the role to the best candidate

41. AnonymousSeptember 6,2024 at 1:43AM UTC

    As a leader there are tough decisions you will make. Please look at what you need for the next role, and look at what does ready look like needed for that role. BUT BUT BUT, have a succession plan for what the other needs to accomplish to make them ready for the next opportunity and commit to that development. I think you already know, IMO, IMO (again) the way you worded it you want the newer but see it as a red flag for the seniority employee, possibly not feeling valued. THAT is why you are conflicted. Step back from the process but putting yourself in YOUR leaders shoes. Look at it from that lens.

42. AnonymousSeptember 6,2024 at 12:30PM UTC

    Do you want consistently delivered results? Or vocal about trying to deliver results? The distinction is very clear. I don’t know about you. I want results delivered. Not attempted.

43. Deb Shephard MoynihanSeptember 6,2024 at 12:39PM UTC

    Reward consistency and longevity. In times of challenges, you need experience and a steady mind.

    Theres still something to be said for loyalty, even though younger generations may not see the value like those of us who have experienced both.

44. AnonymousSeptember 6,2024 at 1:33PM UTC

    Sorry but no. You promote for performance, not loyalty. The first candidate is already a consistently high performer, so he should be promoted for that reason alone. “Loyalty” is no reason to promote anyone nor to stay at a company.

45. AnonymousSeptember 6,2024 at 12:39PM UTC

    as someone who has been asked to step into promoted roles during a persons absence as well as asked for training/how to do things in my job and then been left high and dry by new managenent picking a favorite to promote- do NOT promote one without a transparent/clear directive/rationale for the other and without providing the opportunity to get there for the other.

46. AnonymousSeptember 6,2024 at 12:55PM UTC

    Be ready to lose the one with less seniority if you don’t promote her. People who are looking to innovate get discouraged when they see that promotions are based on compliant people who stay the course without innovation .

47. AnonymousSeptember 6,2024 at 1:32PM UTC

    You made some huge leaps in your interpretation of the information OP provided.

48. maria roseSeptember 6,2024 at 10:38PM UTC

    In your reply to the OP of this post feed, you just made the reasoning to promote the more senior person over the new person, who “thinks “ that they are on the fast track and will most probably quit if they are not rising in their position. That type of attitude ( must be promoted within a certain time frame) doesn’t guarantee that this specific younger person is really going to be the best candidate for the promotion at this specific moment. If this person quits because they didn’t get promoted then they were not going to be a long term employee no matter what position they hold as they are no team member if their only goal is moving themselves forward over anyone else.Hardly a candidate for a manager position

49. AnonymousSeptember 6,2024 at 1:00PM UTC

    If you pass the worker who has been there longer for the newer one they will probably never recover from it and you will lose them. Maybe not physically but definitely mentally and emotionally. I’ve seen this over and over. And, in some instances the passed over worker makes the other persons job harder to do -making it hard for them to be successful.

50. Ximena CastilloSeptember 6,2024 at 1:04PM UTC

    Assuming this is a team structure, It would always be my inclination to elevate the person who has been there longer (not BECAUSE he's been there longer, but because he's consistently done his job very well), and speak with the newer employee and tell her all the reasons why she was considered. Make her feel seen and valued. I would also speak with the two of them post promotion and encourage them to work in tandem. Teams thrive when everyone's skills are utilized. Create a clear path for progress she can follow and if she continues to excel and show that she can be consistent and vocal, then make sure she gets rewarded for that later.

51. AnonymousSeptember 6,2024 at 1:13PM UTC

    There was two similar situations at my job. The newer employee was promoted I think more for personality than work effect it sucks for the other person but management will make their decision none the less usually it is done by how well management can communicate with the person. I wish that wasn’t the case because the longer lasting employee who is loyal often gets the short end of stick and from my experience the newer employees ends up leaving well before the employee with the longer tenure does.

52. AnonymousSeptember 6,2024 at 1:18PM UTC

    Who do you want to have working there a year from now? And which one fits better in your company culture?

    You don't say how long the newer candidate has been there, but have you seen them through challenges , seasonal changes in your workflow etc? etc? And is there any issue with gender (and I hate to say this, but...)

    Which one would be more respected by the team?

    With the info provided I would probably promote the person who had been there longer, but I would set the newer employee up with a mentor (out of your department) and help them develop a plan for advancement.

53. AnonymousSeptember 6,2024 at 1:24PM UTC

    I would hire the senior. you can work on him voicing concerns.

54. AnonymousSeptember 6,2024 at 1:30PM UTC

    I’m confused about your post. You have a clear high performer with seniority who, in your own words, consistently delivers excellent work. You have a newer teammate with high potential and is hungry for growth opportunity.

    The first team member is already performing at a higher level, deserving of a promotion. The second teammate, who may be a fit for a promotion in the future, is not yet performing at a higher level.

    You promote people who are already performing at a high level, not who you think will perform at a high level in the future.

55. KoreySeptember 6,2024 at 2:25PM UTC

    I was just going to say that!

56. AnonymousSeptember 6,2024 at 2:43PM UTC

    If you value the employee with more seniority and they are not a poor performer, you are screwing yourself if you don't promote him.

57. Julie PerezSeptember 6,2024 at 3:08PM UTC

    If you promote the junior person, your senior person will absolutely begin looking for another job. Promote the more senior person and let them know areas they must grow to remain successful.

58. Ying Mary Y WuSeptember 6,2024 at 4:44PM UTC

    Seniority, hands down

59. AnonymousSeptember 6,2024 at 5:14PM UTC

    Advocate and present evidence that both employees deserve a promotion or at least a merit increase.

60. Dianna DeeleySeptember 6,2024 at 8:51PM UTC

    Playing fair, I suggest going with seniority.

61. StaciesbgSeptember 6,2024 at 9:53PM UTC

    Promote the existing employee not the new one.

62. maria roseSeptember 6,2024 at 10:25PM UTC

    I agree with this response because the more senior employee has the benefit of knowing how the company operates to achieve desired end goals. I have a feeling that the OP of this post is conflicted because promoting that steady well performing employee will create a gap in the performance of team that will not be as obvious if they promote the younger employee. A true leader is always developing their team and suffers little in promoting their team members. If this younger team member has the potential as claimed they will easily fill in the gap that the more seasoned older worker filled. There will be plenty more opportunities for that younger worker in the future.

63. AnonymousSeptember 6,2024 at 11:48PM UTC

    Senior employee...absolutely!

64. AnonymousSeptember 7,2024 at 12:21AM UTC

    As someone that is a small business owner, and also as someone that has worked in various industries before becoming self-employed I'd have to say it's a tough choice no matter who you choose. However, I'd say if it was me with the life experience that I have now, even though it would still be a tough choice I'd go with whoever I felt was the best fit for the position regardless of tenure. I'd be looking at their work performance, how they handle difficult situations both that can be handled on their own and those that need to be brought to the attention of management, and I'd also be looking at their attendance record while they've been working for the company and then having to bring into account the reason that they missed work or were late to consider whether or not they were acceptable reasons for the industry that you are working in. Then I'd hire the one that I felt best met those criteria, with only factoring in seniority as a last resort if they were literally both had exactly 100% of the same criteria with the exception of seniority. Good luck with your decision, it won't be easy no matter who you choose.

65. Shitij BhatnagarSeptember 7,2024 at 12:20PM UTC

    Hello,in my view ability to do the job at next level is one of the main criteria, who among the 02 colleagues would be able to do the new job well. Behavioural feedback can be given to colleagues, goals can be revised however who shows the maturity to handle the next role is key for me. Would love to hear your comments back and learn from this great conversation. Regards.

66. Deanne RasmussenSeptember 7,2024 at 1:42PM UTC

    Seems like candidate 2 could be the better candidate for promotion. Perhaps that will light a fire under candidate 1. The initiative is usually a deal breaker. Seniority shouldn't automatically give you the promotion

67. UjuSeptember 7,2024 at 8:41PM UTC

    The answer is simple. With all that you have said about both, consider yourself in the position of the employee with seniority. How would you feel if your boss overlook you, and promote employee #2? Your thoughts/feelings is the answer..

68. LORI-ANN BURLINGAMESeptember 8,2024 at 1:31AM UTC

    You do have a difficult decision to make. However, which candidate is best suited for the position and has the most to offer the company? In addition, which candidate is more likely to stay with the company and grow with it?

    I have over 30 years in the business world, and promoting an employee solely based on seniority is not always the best choice. Unfortunately, many employees can become complacent and when that happens they are no longer an asset to the team.

69. AnonymousSeptember 8,2024 at 4:39AM UTC

    You can give the promotion with a pay rise to the senior and a pay rise to the junior to appreciate both of their work.

70. Damie WilsonSeptember 8,2024 at 12:33PM UTC

    Go by seniority.

71. CM VecinoSeptember 8,2024 at 1:11PM UTC

    Go by seniority. The other candidate has still to demonstrate. Should you choose the newer candidate, the older one will get demotivated and probably leave the company. I know this from experience.

72. AnonymousSeptember 8,2024 at 3:37PM UTC

    Your dilemma assumes that both employees want a promotion and the new responsibilities that come with it.

    In my experience that isn’t always the case; not everyone wants to climb the ladder, but they do want the pay recognition for the value that they bring to the company. If you haven’t already, ask them what they want.

    If they both want it, then the question is why hasn’t the senior tenured person been promoted before? If their work is consistently above and beyond what’s holding back a promotion?

73. NGfairy2024#September 9,2024 at 6:13AM UTC

    Reading your explanation. senior person shud get the chance coz his work also speaks...you cant penalise him for being reserved