Hi, I am new here. I just want to ask a question from all of you regarding a resignation. One of my employees handed in his resignation because he did not get a promotion. He has mentioned it in the letter. However, he is a really hard worker and an asset to the company. But his immediate boss is not willing to promote him at this moment. What can we do in this type of situation? Please let me know your comments. Thanks.
From Sri Lanka, undefined
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From Sri Lanka, undefined
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Hi, There Solve the issue between emp and boss by Your Bridge rg/Dinesh
From India, Tiruchi
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11From India, Tiruchi
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Hi,
It depends on the method you are following for promotions and appraisals. There are many methods available in the market, and probably you are only following the peer review basis for appraisals. This may be one of the reasons that true talent is not able to get highlighted during appraisals. HR is supposed to be the bridge between the employee and HOD in these kinds of situations. If an employee is hardworking and an asset for the company, then you may make a firm decision. After consultation with the senior to his HOD, you may proceed with his promotion if the HOD is not ready to accept the same. However, please ensure that you have proper documentation and backup to prove your stand.
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It depends on the method you are following for promotions and appraisals. There are many methods available in the market, and probably you are only following the peer review basis for appraisals. This may be one of the reasons that true talent is not able to get highlighted during appraisals. HR is supposed to be the bridge between the employee and HOD in these kinds of situations. If an employee is hardworking and an asset for the company, then you may make a firm decision. After consultation with the senior to his HOD, you may proceed with his promotion if the HOD is not ready to accept the same. However, please ensure that you have proper documentation and backup to prove your stand.
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Hi Mr. Rk,
You mentioned your colleague as a hard worker but did not mention either your organization's policy on promotions (yardstick) or your colleague's length of service. Sometimes, even though someone is a hard worker, the company's policy may not be in their favor. At times, the top position may require smart work rather than just hard work. All these factors will be assessed by the Performance Management System (PMS) team in HR, incorporating inputs from division heads. This evaluation may affect promotion opportunities even if employee loyalty is high. Additionally, instances of office politics cannot be overlooked.
Understanding the situation with your colleague can only be done after considering the aforementioned inputs. Without such information, it is hard to conclude whether the mistake lies with his immediate boss. For example, if a purchase department has a team of five in executive roles and the operations manager wants to promote one to assistant manager, criteria such as loyalty, tenure of service, hard work, or a combination of loyalty and smart work with diplomacy need to be evaluated. Diplomacy is crucial in vendor relations for timely purchases at the best prices and ensuring prompt supply through vendor management and market analysis.
It is essential to identify the individual with the capacity for such responsibilities rather than solely considering tenure or hard work. Each situation is unique, so each case must be analyzed to determine whether there are genuine reasons or foul play before taking any action. If there are valid reasons, improvement should be made according to company policy and requirements. A deserving employee should not miss out on promotion opportunities, even if the organization faces challenges.
Regards,
Jagan Mohan
HR
From India, Tirupur
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You mentioned your colleague as a hard worker but did not mention either your organization's policy on promotions (yardstick) or your colleague's length of service. Sometimes, even though someone is a hard worker, the company's policy may not be in their favor. At times, the top position may require smart work rather than just hard work. All these factors will be assessed by the Performance Management System (PMS) team in HR, incorporating inputs from division heads. This evaluation may affect promotion opportunities even if employee loyalty is high. Additionally, instances of office politics cannot be overlooked.
Understanding the situation with your colleague can only be done after considering the aforementioned inputs. Without such information, it is hard to conclude whether the mistake lies with his immediate boss. For example, if a purchase department has a team of five in executive roles and the operations manager wants to promote one to assistant manager, criteria such as loyalty, tenure of service, hard work, or a combination of loyalty and smart work with diplomacy need to be evaluated. Diplomacy is crucial in vendor relations for timely purchases at the best prices and ensuring prompt supply through vendor management and market analysis.
It is essential to identify the individual with the capacity for such responsibilities rather than solely considering tenure or hard work. Each situation is unique, so each case must be analyzed to determine whether there are genuine reasons or foul play before taking any action. If there are valid reasons, improvement should be made according to company policy and requirements. A deserving employee should not miss out on promotion opportunities, even if the organization faces challenges.
Regards,
Jagan Mohan
HR
From India, Tirupur
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HR Manual (Employee Hand Book).doc