How to Let a Key Employee Know They Didn’t Get the Promotion They Wanted

Every boss should love to award a promotion.

The employee feels good that his or her hard work has paid off, and this helps to ensure future productivity. However, the tricky part is turning down runners-up for the same promotion—especially if they are talented and well-qualified, but just didn’t quite fit the role. Employees can take denial very hard, and it can affect their morale and quality of work. Some workers may even adopt a “grass is greener” philosophy and leave a company after being denied a promotion.

The best managers are aware of these factors and will take steps to inform runners-up gently, while encouraging their continued employment and hard work. Here’s what you need to know to excel at this difficult task.

Five Ways to Keep Top Talent Motivated After Missing a Promotion

To join the ranks of inspiring employers, you must master the art of continuous encouragement, even in the face of bad news. Consider the following five ways to accomplish this with flying colors:

Give a thorough explanation.

Let the employee know that he or she was qualified because of ABC, but the worker who was awarded the promotion had more experience in XYZ This can help remove the danger of favoritism from the equation. It can also give the employee constructive ways to improve his or her performance.

Praise the employee’s strengths.

Obviously, to even be considered for the promotion, the employee must have something he or she is great at. And everyone likes to hear good news. So be sure to compliment the employee on all the things he or she is doing well, with a recommendation to keep up the good work.

Offer ways to grow.

For those areas the employee can improve upon, offer hope through the opportunity to learn new things. If tuition reimbursement is an option, mention this, as well as possible training sessions, mentorships, etc.

Mention other possible promotions.

When a door closes, a window opens. Be realistic and don’t make empty promises, but give the employee something to focus on for the future. What other upcoming promotions and job opportunities might he or she be well-suited to fill?

Introduce new projects or responsibilities.

Don’t let your top-notch employee feel stagnated. Instead, prove his or her value by offering new tasks or roles. This will show that you believe he or she is a valued member of the team with useful knowledge and skills.

All it takes is practice.

Delivering bad news can be awkward, but it gets easier with practice. Any time you can say, “You didn’t get it, but…”and offer any of the above, it will help to soften the impact and give the employee other, more positive things to focus on.

Looking to fill your staff?

If you’re experiencing a staffing shortage, or just looking for qualified staff to fulfill a specific role, just contact Snelling Georgia Group. We work with employers in the Atlanta Metropolitan Area for perfect staff placement, every time. To learn more, contact one of our experienced recruiters today!

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