Insperity

For example, an employee who always comes in late or who doesn’t turn in their work on time may leave other employees feeling stressed. If you can encourage your employees to present feedback and concerns from their own perspective, instead of as the absolute truth of the situation, it can leave the door open for input from the other employee to help resolve the grudge. If the employee has chosen not to share that personal information with their co-workers, and those co-workers complain, it’s important to resolve the issue without breaking confidentiality. By creating some privacy around a difficult conversation, framing it as your perspective and asking the employee what they need, you can make it easy for the other person to open up about what they need to be successful.

Employee career path mapping, to help tall poppies clarify their goals and give managers a sense of what these employees want to accomplish. Having your tall poppies mentor other employees may be another way you can support their growth, while also helping them strengthen positive ties with others in the organization and helping others grow a little taller as well. Referrals, references and support from you can help those high achievers find a new place where they can flourish while helping to maintain good morale in your organization. When you communicate career path options clearly to your employees, talk regularly with them about their goals, and support your high achievers – by finding the right place for them in your company or helping them move on –

Despite the personal emphasis, there are some good business reasons to intentionally step into the limelight as the face of a company, developing yourself as an industry expert and role model. Your public leadership brand will affect your company’s culture, much like how your corporate brand and culture go hand-in-hand. Because of the benefits to your organization and the inextricable link between your personal brand and your company’s, you should devote time and resources to developing your leadership presence just like you would for any other business project. Once you make the choice to go public with your personal views on leadership and life, it’s difficult to go backward.

Personal motivation and willingness for a change in responsibilities Your promotion policy should also include: Procedures for internal communication of positions before a public announcementSteps an employee should take to apply for the positionDocumentation of who is interviewed and promotion decision taken Managers and hiring decision makers should be trained on hiring and promotions, including legal requirements. An HR structure is needed to provide the job description, an outline of expected job duties, education, and minimum required experience as well as (and most importantly) how jobs in your organization connect from lower levels to more advanced positions in a clear career path. Here are five ways you can be effective in communicating a new promotion policy to your employees: Document the new promotion policy in your employee handbook. Even if the person selected is a new employee, giving existing qualified candidates a chance to apply for the job may raise employee morale.