If you are a fairly new manager, it may take you some time to realize that you have the power to promote your employees. When this suddenly hits you, you feel empowered. You now have the ability to change someone’s career, or life for that matter, and help them in achieving their goals. With this, however, there may come some hesitation at first. You may wonder what to look for in your employee that tells you if they’re deserving or not. Here are a few things you should be looking at when deciding to promote someone or not.


The Numbers Justify It

Numbers provide the most black and white reasons to give a promotion or not. If you set some sort of benchmark and they hit it, great, the promotion has been earned. If you can quantify performance in some way, it becomes transparent for both your boss and your employees as to what it takes to get to that next level.

To make it easier on yourself, implement a tracking measure so you can have a clear picture of how all your employees are doing. If a certain individual is consistently delivering projects on time or achieving the benchmark you set week after week or month after month, you won’t have to second guess yourself when it comes time to handout promotions.


They Go The Extra Mile

When it comes to identifying employees who are ready for a promotion, another clear indicator is asking yourself who is always willing to put in extra time and effort. This doesn’t necessarily mean they have to arrive an hour early and stay an hour late every day, but ask yourself when it’s crunch time who is always dependable.

Perhaps there have been a few occasions where an employee has worked through lunch to help out a client or stayed late a few times to make sure something was completed for the next morning. Pay attention to those who are always willing to help when needed. You want these individuals to stick around at your organization for a while.


They See the Glass Half Full

It’s easy to complain in a tough situation and if you are a manager with multiple employees, you’ve probably heard your fair share. So, ask yourself if you have any employees who develop solutions to issues rather than complaining. Perhaps there is a client that may not be the easiest to work with and all anyone does is complain about speaking to the person and meeting their demands. You have one employee, however, that takes charge and does something that wows the client. This proves this person is aware of the ups and downs of the workplace, but regardless, is willing to take responsibility and control of less than ideal situations.