Lifescripts, 3rd Edition

44Responding to a Direct Report's Promotion Request

STRATEGY

Despite the changes in the workplace, most employees believe that positions should be filled from within by moving individuals up the chain of command. But today, such strict adherence to the hierarchy isn't the norm. Openings are usually filled on a case‐by‐case basis, or not at all. Sometimes people are moved laterally. Sometimes a replacement is brought in from outside. And sometimes people are indeed moved up the ladder. When an employee requests a promotion you cannot grant, the secret to breaking the bad news is to offer them praise and explain that their future lies elsewhere, to say they aren't quite ready for the job, or to suggest that the particular job description will be changed, making their experience—their major selling point—irrelevant. All three must be done gently, particularly if the person has a promising future in the company. Keep this discussion short and sweet. You're breaking the news of the decision, not engaging in another job interview. If the employee doesn't accept your primary rationale, be friendly but firm and note that they aren't the one who makes these decisions.

TACTICS

• Attitude: Think of yourself as a coach, inspiring a player to try again after falling short.
• Preparation: Decide prior to the meeting how important the employee will be to the company's future. If they do figure strongly in your plans, discuss these, vaguely, reassuring them of their value. If they're not likely ...