What questions to be asked by boss to staff before giving him or her a promotion?
From India, Shirala
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From India, Shirala
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Dear Madhuri,
What is your designation? Are you the "boss" or are you his/her subordinate? Are you an employee due for a promotion, and have you raised this query to prepare yourself for the promotion interview?
Employee promotions do not happen in a vacuum. The decision to promote an employee is based on the performance appraisal rating and the points outlined in the "Promotion Suitability Form". This form varies from one company to another, and there is no commonality. Given this context, it would be challenging to provide specific suggestions.
However, you may create a list of the duties and responsibilities of the position for which the internal vacancy will be filled. Additionally, compile a list of the skills and competencies required for the position. Then, evaluate whether the employee being considered for the promotion is suitable for that role.
Thanks,
Dinesh Divekar
From India, Bangalore
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8225What is your designation? Are you the "boss" or are you his/her subordinate? Are you an employee due for a promotion, and have you raised this query to prepare yourself for the promotion interview?
Employee promotions do not happen in a vacuum. The decision to promote an employee is based on the performance appraisal rating and the points outlined in the "Promotion Suitability Form". This form varies from one company to another, and there is no commonality. Given this context, it would be challenging to provide specific suggestions.
However, you may create a list of the duties and responsibilities of the position for which the internal vacancy will be filled. Additionally, compile a list of the skills and competencies required for the position. Then, evaluate whether the employee being considered for the promotion is suitable for that role.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Madhuri,
The promotion is always based on the ground. Each employee should have a particular skill set and demonstrate their achievements over 2 or 3 years of exceeding performance appraisal ratings. A boss, considering various factors such as the urgency and importance of the position in the organizational structure, as well as the overall departmental needs, can grant a promotion to an individual.
Overall, promotions should not be given merely as a formality. A promotion always comes with additional responsibilities.
From Singapore, Singapore
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The promotion is always based on the ground. Each employee should have a particular skill set and demonstrate their achievements over 2 or 3 years of exceeding performance appraisal ratings. A boss, considering various factors such as the urgency and importance of the position in the organizational structure, as well as the overall departmental needs, can grant a promotion to an individual.
Overall, promotions should not be given merely as a formality. A promotion always comes with additional responsibilities.
From Singapore, Singapore
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Dear All, thank you for answering my query. Actually my management has asked me to prepare a questionnaire for employee promotion interview hence I asked this question.
From India, Shirala
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From India, Shirala
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Dear Colleague,
It is not important what questions the Boss asks in an interview for promotion to a subordinate. What is more important is to discuss deeply to understand and get clarity on:
- Whether the talent has the required capabilities.
- Whether the talent will be the right fit for the next level elevated role in the organization.
- Whether there are other equal or better choices of talents within the organization.
- How his current performance levels are exhibited.
- The questions should be centered around his "Performance" to assess his current success in the current role. In case of assessing him for the next level promotion, the questions should be centered around "Potential". Here, the performance vs. potential aspects need to be balanced in your interview questions.
- Whether he will be the only better choice or how best the individual is aspiring for the next level or if he/she is comfortable with the present role.
- Whether the talent has the required skills/capabilities/attitude/passion/competencies/vision/solution finder/leadership style, etc., to fulfill the next level role.
These are some of the aspects to be centered around.
Take care.
From India, Chennai
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It is not important what questions the Boss asks in an interview for promotion to a subordinate. What is more important is to discuss deeply to understand and get clarity on:
- Whether the talent has the required capabilities.
- Whether the talent will be the right fit for the next level elevated role in the organization.
- Whether there are other equal or better choices of talents within the organization.
- How his current performance levels are exhibited.
- The questions should be centered around his "Performance" to assess his current success in the current role. In case of assessing him for the next level promotion, the questions should be centered around "Potential". Here, the performance vs. potential aspects need to be balanced in your interview questions.
- Whether he will be the only better choice or how best the individual is aspiring for the next level or if he/she is comfortable with the present role.
- Whether the talent has the required skills/capabilities/attitude/passion/competencies/vision/solution finder/leadership style, etc., to fulfill the next level role.
These are some of the aspects to be centered around.
Take care.
From India, Chennai
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A: Some questions that could be asked include:
1. What are your goals for the future?
2. What do you see as your strengths and weaknesses?
3. What do you feel you can bring to the role?
4. What do you think are the most important skills for the role?
5. What do you think are the biggest challenges facing the role?
Along with these questions, bosses or managers can decide promotions and appraisals with the help of performance review software. With well-designed evaluation models and customizable workflows, it can be easier and unbiased to tap the potential of every employee.
The performance review system may help manage promotions by documenting employee performance and identifying employees who are meeting or exceeding expectations. Additionally, the system may provide a means for a consistent way to measure employee performance, rank employees, and identify those who may be eligible for promotion.
From India, Noida
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1. What are your goals for the future?
2. What do you see as your strengths and weaknesses?
3. What do you feel you can bring to the role?
4. What do you think are the most important skills for the role?
5. What do you think are the biggest challenges facing the role?
Along with these questions, bosses or managers can decide promotions and appraisals with the help of performance review software. With well-designed evaluation models and customizable workflows, it can be easier and unbiased to tap the potential of every employee.
The performance review system may help manage promotions by documenting employee performance and identifying employees who are meeting or exceeding expectations. Additionally, the system may provide a means for a consistent way to measure employee performance, rank employees, and identify those who may be eligible for promotion.
From India, Noida
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Some questions have the power to offer perspectives on personality, and it ultimately helps us understand the person we are communicating with.
Here are some Questions Boss must ask staff before offering them any promotion:
What are your long-term plans?
Are you good at conflict resolution?
Have you ever made a mistake? How did you handle it?
Give an example of a goal you reached and tell me how you achieved it.
What is the most valuable lesson you’ve learned on the job?
Each answer will provide you with a solution that will help you understand how the person in front of you feels about the workplace. There’s no rule or method, as all questions are good questions.
Managers need to ask some of these questions to staff as it reflects on the workplace environment and how things are changing employees’ personalities and offer a straightforward way to simplify issues at work.
From India, Noida
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Here are some Questions Boss must ask staff before offering them any promotion:
What are your long-term plans?
Are you good at conflict resolution?
Have you ever made a mistake? How did you handle it?
Give an example of a goal you reached and tell me how you achieved it.
What is the most valuable lesson you’ve learned on the job?
Each answer will provide you with a solution that will help you understand how the person in front of you feels about the workplace. There’s no rule or method, as all questions are good questions.
Managers need to ask some of these questions to staff as it reflects on the workplace environment and how things are changing employees’ personalities and offer a straightforward way to simplify issues at work.
From India, Noida
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List of questions.doc