Promoting or hiring an employee: How to make this decision

One of the most important decisions a manager can face is choosing between promoting an employee or looking for new talent in the market. This choice is not just a matter of filling a vacancy; it is a strategic decision that can influence the trajectory of the company, the morale of the team and the organizational climate.

Internal promotion and outsourcing have unique advantages and challenges. On the one hand, the promotion of an employee who already knows the company can ensure continuity and recognize merit and loyalty. On the other hand, bringing a new team member on board can spread new ideas and skills and drive innovation. The choice between these two options depends on a number of contextual and strategic factors.

For employees, understanding what influences this decision is crucial. Not only does this help them navigate their careers within the company, but it also offers them insight into how to position themselves for success, whether they're aiming for a promotion or want to join a new organization.

In this article, we'll explore the different aspects leaders need to consider when making this critical decision and also share some tips for employees looking to stand out and advance their careers.

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What to take into account when promoting a collaborator?

When evaluating the possibility of promoting an employee, managers must consider several essential factors that go beyond current performance. Effective promotion requires a holistic analysis of the needs of both the employee and the company. Below, we highlight the top 5 points that should be evaluated by leaders when considering promoting an employee:

1. Performance and skills

Evaluating the employee's performance history is essential. This includes not only the results achieved, but also demonstrated competencies, such as leadership, problem-solving skills, and the ability to work in a team.

2. Growth potential

Consider the employee's potential to take on greater responsibilities. This involves assessing their ability to learn, adaptability, and ambition.

3. Alignment with company values

It is crucial that the promoted employee(s) is aligned with the organization's values and culture, as they will be a role model for other employees.

4. Initiative and self-developmen/h4>

Evaluate whether the employee demonstrates initiative and actively seeks self-development, showing interest in learning and continuous improvement.

5. Impact on the team

Consider how an employee's promotion will affect team dynamics. It's important to assess whether they have the interpersonal skills to manage and inspire other team members.

How do you know if it's time to hire a new talent for the team?

Deciding to hire a new employee is an important step for any team or organization. This decision should be based on a careful assessment of the company's current and future needs. Here are the key critical points to consider when determining if it's time to bring new talent into the team:

1. Growth and scalability

If the company is growing rapidly and current demands exceed the capacity of existing team, this may indicate the need to hire more staff to inclrease operations efficiently.

2. Missing skills or knowledge

Assess whether there are skills or knowledge gaps within the team that cannot be filled through internal training or development. Outsourcing may be the solution to filling these gaps.

3. Work overload

If team members are constantly overworked, which can lead to burnout and a drop in the quality of work, it may be time to hire more people to spread out the workload.

4. New initiatives or projects

Launching new projects or expanding into new markets may require skills and experience that are not present in the current team.

5. Market changes

Changes in the market or industry may require new skills and knowledge to remain competitive, which justifies hiring new talent with relevant experience.

Our golden tips for you to stand out in your career

Regardless of whether you're looking for a promotion within your company or a new job opportunity, standing out is crucial. Here are some effective strategies to make sure you get noticed and considered for these opportunities:

Consistent and excellent performance: Show a track record of strong and consistent performance. Excellence in your current job is often the first criteria for considering a promotion or new opportunities.

Leadership and initiative skills: Demonstrate leadership skills, even if you are not in a leadership position. Take the initiative in projects and always be willing to take on additional responsibilities.

Continuous professional development: Invest in your professional development. This can be through courses, workshops, reading, or even seeking mentorship.

Effective networking: Building and maintaining a network of professional contacts. Networking is not just about meeting people, but about establishing relationships of trust and mutual support.

Positivity and resilience: Maintain a positive and resilient attitude, even in the face of challenges or failures. The ability to remain calm and positive in difficult situations is a highly valued quality.

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