Nothing makes a manager cringe more than when a low performer applies for or asks for a promotion. If the manager doesn’t like conflict, this situation becomes more dreadful and even more complicated. One of the biggest managerial problems is redirecting a conversation from promotion onto the reality that they are underperforming. So, how do you deal with a low performer asking for a promotion? Even more, what do you say to a low performer who applies for a promotion?
In an ideal world, low performers know where they rank with performance and have a development plan to improve. Likewise, they also understand the steps needed to qualify them for a promotion. But we don’t always live in an ideal world. If you’ve been neglecting a difficult conversation with a low performer and they ask if they should apply for a senior position, how do you respond?
What happens when low performers are promoted to manager roles?
Just as a chain is only as strong as its weakest link, an organization is only as strong as its lowest performer. Promoting low performers to leadership roles has significant adverse effects on the organization.
- Lower employee engagement
- Reduces morale
- Team performance suffers
- Customer satisfaction goes down
- Causes high attrition rates
So you know you can’t promote your low performer to avoid hurting their feelings. If the employee’s promotion is to another leader, you have to resist the temptation to move a problem. You have to dig deep inside to find the courage to have an honest and difficult conversation.
As their manager, you have a responsibility to be truthful and honest. When a low performer asks for a promotion, you have to manage their expectations, which is best done through empathy and planning. Additionally, this type of difficult conversation requires compassion.
How do you respond to a low performer asking for a promotion?
Your direct reports should be fully aware of their performance levels and standing within the organization. If they aren’t, however, then you aren’t communicating effectively with them.
When a low performer asks for a promotion, it is your opportunity to be fair with them. It is your responsibility as a manager to initiate the discussion so they can close the gap. Share what areas they are weak in or what you are disappointed about. Even more, tell them what you expect and would like to see for them to have a different conversation next time.
You need the low performer to understand and have a firm grasp on how to improve. As a result, plan your points ahead of time because it isn’t easy to give someone negative feedback that is painful to hear. Additionally, you aren’t doing anyone any favors by avoiding the conversation or appeasing them. Prepare the following areas to have a conversation with a low performer asking for a promotion.
- The areas they need to work on
- The goals you can work toward together over the next six months
- In their position, high-performers…
Give concrete examples, which is why you need to plan your points. Give timelines, so they clearly see a path forward. Finally, get clear on what it takes, and more importantly, what it looks like, for someone to get a promotion.
Responding to a low performer who wants a promotion is uncomfortable. But it is an excellent opportunity to reset and highlight performance issues. You will never enjoy having a difficult conversation with a low performer. However, you will feel better once you have, and it is the best way to respond to a lower performer asking for a promotion. Turning around a low performer and watching them climb the career ladder is one of the most rewarding experiences a manager can have.
How do you respond to a low performer applying for a promotion?
Being a manager means having difficult conversations pretty regularly. Most people aren’t naturally inclined to face conflict head-on. It is even harder when that conversation will crush the hopes and dreams of an employee. Having these conversations creates opportunities because it helps them prepare to reach their career goals.
The first step to take when a low performer asks about applying for an open position is to review the job description. Review the key responsibilities the position is looking for to gather talking points and identify gaps.
Next, create a list of open-ended questions that hiring managers would typically ask during an interview for that type of position. The key here is to ask questions that would make it obvious the low performer isn’t ready to advance.
Third, ask about the accomplishments they are most proud of or performance metrics they excelled at. What have they been working on or recently completed to demonstrate they have mastered their role and are ready to advance.
Finally, it is time to have a difficult conversation with a low performer who wants to apply for a promotion. Talk through their responses and highlight where they fell short. Discuss ways they could improve their performance or output that would better position them to apply the next time the role becomes available. Help them develop goals with timelines and let them know how you will support them. Above all, schedule a follow-up meeting to review their progress.
As a manager, you can’t let the fear of disappointing someone stop you from helping them grow. You may not look forward to having difficult conversations, but remember it is your responsibility to remain honest with low performers. Furthermore, getting people on the right path means you’re far more likely to hit your goals and succeed in your role.
Last updated on April 15th, 2021 at 07:46 am
