Precast Inc. - November/December 2008 - (Page 54) so he is careful how he handles it. “If we identify one person, I often approach that person informally to see if a promotion is something he would be interested in, especially if it is a situation where that person just sticks out as the obvious choice,” he says. However, there are other instances where he hasn’t identified someone specifically, or where there are two or more “When you have more than one person in line for consideration, you don’t want to create a competitive environment between the candidates, and you certainly don’t want to create hard feelings when one gets the promotion and the other doesn’t.” – JOE BUYS, CRYSTAL CLEAR CONCEPTS people he might want to consider. “In these situations, I usually just continue to evaluate their performance on my own before approaching them.” One reason for not saying anything to them earlier than necessary is that he doesn’t want to begin to create any negative competition between the individuals being considered. “I don’t want to throw a piece of red meat out there and tell them, ‘Go after it, and the winner gets the job,’” he explains. “That’s not good for the company or the employees.” Deciding to promote from within and selecting the right person for promotion may be a difficult and agonizing decision. By creating a formal program, identifying qualified candidates, starting a dialogue with them and dealing with more than one qualified candidate are the logical steps to take in making the right decision. Once you have made the selection and the promotion, you’ll want to follow up with the next steps of preparing the individual, providing opportunities to succeed and dealing with those who just don’t work out. Watch for the January-February 2009 issue of Precast Inc. for the final three steps. William Atkinson, Carterville, Ill., is a freelance writer who covers business and safety issues. BOOTH 404 THE PRECAST SHOW 54 NOVEMBER/DECEMBER 2008 | PRECAST INC. http://www.mi-jack.com http://www.mi-jack.com
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